Movement Between Pay Grids Sample Clauses

The 'Movement Between Pay Grids' clause defines the rules and conditions under which an employee may transition from one pay scale or salary grid to another within an organization. Typically, this clause outlines the criteria for eligibility, such as changes in job classification, promotion, or completion of certain qualifications, and specifies how the new pay rate is determined upon movement. Its core practical function is to ensure transparency and fairness in compensation adjustments when employees change roles or responsibilities, thereby preventing disputes and maintaining equitable pay practices.
Movement Between Pay Grids. Except for New Stores and Replacement Stores (Letters of Understanding #12 and #10 respectively), it is understood that 25% of the hours worked will be scheduled to employees in Pay Grid “A”, 25% of the hours worked will be scheduled to employees in Pay Grid “B” and 50% of the hours worked will be scheduled to employees in Pay Grid “C”.
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Movement Between Pay Grids. Except for New Stores, Replacement Stores and Store #▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇▇▇ (▇▇▇▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇▇▇▇▇▇ #▇ , #▇ and 8, respectively), it is understood that thirty percent (30%) of the hours worked will be scheduled to employees in Pay Grid A, fifty percent (50%) of the hours worked will be scheduled to employees in Pay Grid B and twenty percent (20%) of the hours worked will be scheduled to employees in Pay Grid C. (a) When the hours scheduled in Pay Grid A fall below thirty percent (30%), the Employer will promote the most senior employee paid under Pay Grid B to Pay Grid A to bring the hours back up to thirty percent (30%). Promoted employees from Pay Grid B will receive the next highest wage rate within Pay Grid A and progress through the wage schedule based on hours worked. (b) When the hours scheduled in Pay Grid B fall below fifty percent (50%), the Employer will promote the most senior employee paid under Pay Grid C to Pay Grid B to bring the hours back up to fifty percent (50%). Promoted employees from Pay Grid C will receive the next highest wage rate within Pay Grid B and progress through the wage schedule based on hours worked. (c) At the end of each quarter, i.e., February, May, August, November, the average hours scheduled in each Pay Grid will be reviewed to determine movement between the grids for the next quarter. In the event that the hours scheduled in Pay Grid A and/or B are more than thirty percent (30%) and fifty percent (50%), respectively, the most junior employee(s) in the Grid will be moved down to the next Grid. It is agreed the practices established between the Employer and the Union at ▇▇▇▇▇▇’▇ Foods on managing the movement between pay grids shall be followed in this Agreement.
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Movement Between Pay Grids. Except for New Stores, Replacement Stores and Store #2204 Queensborough (Letters of Understanding #6 , #7 and 8, respectively), it is understood that thirty percent (30%) of the hours worked will be scheduled to employees in Pay Grid A, fifty percent (50%) of the hours worked will be scheduled to employees in Pay Grid B and twenty percent (20%) of the hours worked will be scheduled to employees in Pay Grid C. (a) When the hours scheduled in Pay Grid A fall below thirty percent (30%), the Employer will promote the most senior employee paid under Pay Grid B to Pay Grid A to bring the hours back up to thirty percent (30%). Promoted employees from Pay Grid B will receive the next highest wage rate within Pay Grid A and progress through the wage schedule based on hours worked.
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Related to Movement Between Pay Grids

  • Rest Between Shifts Section 7.10 of the Agreement shall apply in its entirety with the sole exception being that the length of the rest period shall be eight (8) hours rather than eleven (11) hours.

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

  • Abnormally Low Tenders 35.1 An Abnormally Low Tender is one where the Tender price, in combination with other constituent elements of the Tender, appears unreasonably low to the extent that the Tender price raises material concerns with the Procuring Entity as to the capability of the Tenderer to perform the Contract for the offered Tender price. 35.2 In the event of identification of a potentially Abnormally Low Tender by the evaluation committee, the Procuring Entity shall seek written clarification from the Tenderer, including a detailed price analyses of its Tender price in relation to the subject matter of the contract, scope, delivery schedule, allocation of risks and responsibilities and any other requirements of the tendering document. 35.3 After evaluation of the price analysis, in the event that the Procuring Entity determines that the Tenderer has failed to demonstrate its capability to perform the contract for the offered Tender price, the Procuring Entity shall reject the Tender.

  • Shift Differential A. Shift differential will be $.60 cents per hour. B. Employees eligible for shift differential are those whose work shift begins before 6:00 a.m. or ends on or after 7:00 p.m. and are scheduled by their supervisor for a total shift of at least six (6) hours in duration. This shift differential shall not apply to those employees who have requested and have been granted flexible work scheduling.

  • Conflicts Between Terms If this Contract conflicts with an applicable local, state, or federal law, regulation, or court order, applicable local, state, or federal law, regulation, or court order shall control. Varying degrees of stringency among the main body of this Contract, the exhibits or attachments, and laws, regulations, or orders are not deemed conflicts, and the most stringent requirement shall control. Each party shall notify the other immediately upon the identification of any apparent conflict or inconsistency concerning this Contract.