PAY ADMINISTRATION Sample Clauses
The Pay Administration clause defines the rules and procedures governing how employee compensation is determined, adjusted, and managed within an organization. It typically covers aspects such as salary setting, pay increases, promotions, and adjustments due to changes in job responsibilities or market conditions. For example, it may outline the process for annual merit increases or specify how pay is handled when an employee transfers to a different position. The core function of this clause is to ensure consistency, fairness, and transparency in compensation practices, thereby reducing disputes and supporting equitable treatment of employees.
PAY ADMINISTRATION. 49.01 An employee is entitled to be paid for services rendered at the pay specified in Appendix “A” for the classification of the position to which the employee is appointed.
49.02 No payment or notification shall be made for one ($1.00) or less.
49.03 A service pay increase of two point two five percent (2.25%) will be paid to an employee once every year on the anniversary date of hiring or promotion. This increase is based on the employee’s performance appraisal. No increase within the pay range will be given for an appraisal that is less than satisfactory. In the absence of an appraisal, performance shall be deemed satisfactory.
49.04 When an employee is required by the Employer to substantially perform the duties of a higher classification level in an acting capacity and performs those duties for at least fifteen (15) days, he shall be paid action pay calculated from the date on which he commenced to act as if he had been appointed to that higher classification level for the period in which he acts.
49.05 A reclassification is a change in the level of a position resulting from a review or audit.
49.06 If a position is reclassified to a level having a higher attainable maximum rate of pay, the rate of pay shall be determined by applying the promotion or transfer rules unless specified otherwise in the collective agreement or pay plan.
49.07 If a position is reclassified to a level having a lower attainable maximum rate of pay, the employee shall retain the rates of pay of the former level until the maximum of the new level reaches the salary being paid to the employee. Meanwhile, the economic increase mentioned in Appendix “A” will be paid to the employee in a lump-sum.
49.08 When an employee occupies a position, identified by the Gallery as bilingual, and the employee meets the language requirements, as confirmed by a second language examination, he/she shall receive a bilingual bonus of $800.00 per annum. In order to be eligible for the bonus, the employee must have received a salary for at least ten days in the month. The Bilingual Bonus paid to part-time employees shall be pro-rated.
49.09 Where the rates of pay set forth in Appendix “A” of this Agreement have an effective date prior to the date of the singing of this Agreement, the retroactive period shall apply to employees, former employees or in the case of death, the estate of former employees who were members of the bargaining unit identified in Article 2 of this Agreement during the retroacti...
PAY ADMINISTRATION. Except as provided in this Article, the terms and conditions governing the application of pay to employees are not affected by this Agreement.
PAY ADMINISTRATION. 7.1.1 Promotion occurs when the incumbent of a regular position is assigned to another position in a class with a higher maximum salary than the class of his or her former position.
7.1.2 An employee who is promoted shall receive that rate of pay in the salary range of the new classification which is the next higher to his or her present rate of pay, except that:
(a) where such a change results in an increase of less than three percent (3%), he or she shall receive the next higher salary rate again, which amount will be considered as a one-step increase;
(b) a promotional increase shall not result in the employee’s new salary rate exceeding the maximum of the new salary range except where permitted by salary note.
PAY ADMINISTRATION. When two (2) or more of the following actions occur on the same date, namely appointment, pay increment, pay revision, the employee’s rate of pay shall be calculated in the following sequence:
(a) the employee shall receive his pay increment;
(b) such employee’s rate of pay shall be revised;
(c) such employee’s rate of pay on appointment shall be established in accordance with this Agreement.
PAY ADMINISTRATION. 8.1 Promotion occurs when the incumbent of a full-time regular position is assigned to another position with a higher maximum salary than that of his / her former classification.
8.2 A full-time regular employee who is promoted shall receive a promotional increase of at least three percent (3%) and the resulting salary must be no less than the minimum of the salary range of the position to which he / she is assigned.
8.3 Where the duties of a full-time regular employee are changed as a result of reorganization or reassignment of duties and the position is reclassified to a classification with a lower maximum salary, a full-time regular employee who occupies the position when the reclassification is made is entitled to salary progression based on merit to the maximum salary of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place.
8.4 A full-time regular employee to whom the above section applies is entitled to be appointed to the first vacant position in his / her former classification that occurs in the same administrative district or unit, institution or other work area in the same Ministry in which he / she was employed at the time the reclassification was made provided such an employee is qualified to perform the duties of the vacant position in his / her former classification.
8.5 Where a position is reassessed and is reclassified to a classification with a lower maximum salary, any full-time regular employee who occupies the position at the time of the reclassification shall continue to be entitled to salary progression based on merit to the maximum salary of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place.
8.6 Where a position is reassessed and is reclassified to a classification with a higher maximum salary, a full-time regular employee who occupied the former position that is subject to reclassification shall be extended pay treatment in accordance with Article 8.2.
8.7 Where, because of the abolition of a position, a full-time regular employee is assigned: - from one position in a Ministry to another position in the same Ministry, or - from a position in one Ministry to a position in another Ministry, and the position to which he / she is assigned is in a classification with a lower ...
PAY ADMINISTRATION. 18.1 The wage schedule covering employees occupying positions in the classification plan shall be set out in Schedule A, forming part of this Agreement, effective April 1, 1998.
18.2 Equal Pay for Similar Work
PAY ADMINISTRATION. 19.1 The wage schedule covering employees occupying positions in the classification plan shall be set out in Appendix "A", forming part of this Agreement.
PAY ADMINISTRATION. 30.01 Employees will be paid by direct deposit. Upon the written request of the employee, NAV CANADA will deposit a fixed portion of pay (either percentage or fixed dollar value) into a second account.
30.02 Where a pay increment and a pay revision are effected on the same date, the pay increment will be applied first and the resulting rate will be revised in accordance with the pay revision.
30.03 When an employee is assigned by NAV CANADA to substantially perform the duties of a higher classification level and performs those duties for at least thirty one (31) hours, the employee will be paid at the higher rate for the duration of the assignment.
(a) NAV CANADA may withhold a pay increment from an employee if the employee is not performing the duties of the position satisfactorily. When NAV CANADA intends to withhold a pay increment from an employee, NAV CANADA shall give the employee notice in writing of the intention to do so at least two (2) weeks and not more than six (6) weeks before the due date for the pay increment.
(b) An employee denied a pay increment shall have his or her performance reviewed within three (3) months of the date on which the increment was refused and if performance is satisfactory the increment shall be paid to the employee on the first pay period following the review. In the event of an unsatisfactory review after the first three (3) months subsequent reviews shall be conducted after each three (3) month period. The employee’s original increment date shall remain unchanged.
(c) Unless otherwise provided in this Agreement to the contrary, an employee on a leave of absence without pay for a period of three (3) months or more will not be granted his or her pay increment until he or she completes a period of employment equal to the pay increment period for the position held. The date shall become the employee’s new increment date.
30.05 When an employee, through no fault of their own, has been overpaid, NAV CANADA will, before recovery action is implemented, advise the employee of its intention to recover the overpayment. Where the amount of overpayment is in excess of fifty dollars ($50.00), and where the employee demonstrates that the stated recovery action will create a hardship, arrangements will be made to limit recovery action to no more than ten percent (10%) of the employee’s pay each pay period until the entire amount is recovered.
PAY ADMINISTRATION. An employee directly assigned into a vacancy with a maximum salary that is lower than their current level of pay, shall retain his or her existing salary until the expiration of the notice period, after which the pay administration rules in Article 19 shall apply.
PAY ADMINISTRATION. Student Pages shall serve a six (6) month probationary period. This probation shall not be extended. Student Pages shall receive an annual performance appraisal and progress to Step 2 and Step 3 by merit only.