– SALARIES AND CLASSIFICATION Sample Clauses
The 'Salaries and Classification' clause defines how employees' pay rates and job categories are determined and managed within an organization. It typically outlines the salary structure, including pay scales or bands, and specifies the criteria for classifying positions, such as job responsibilities, qualifications, or experience levels. This clause ensures that compensation is administered fairly and transparently, helping to prevent disputes over pay and job status by providing clear guidelines for both employers and employees.
– SALARIES AND CLASSIFICATION. 23.01 Salaries in present classifications are set forth in Schedule "A" and remain in effect for the duration of this Agreement.
23.02 When a new classification in the bargaining unit is established by the Employer or the Employer makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Employer shall advise the Union of such new or changed classification and the rate of pay established. If requested, the Employer agrees to meet with the Union to permit it to make representations with respect to the appropriate rate of pay providing any such meeting shall not delay the implementation of the new classification. Where the Union challenges the rate established by the Employer and the matter is not resolved following any meeting with the Union, a grievance may be filed within seven (7) calendar days following any meeting. If the matter is not resolved in the Grievance Procedure, it may be referred to Arbitration, it being understood that an Arbitrator shall be limited to establishing an appropriate rate based on the relationship existing amongst other classifications within the bargaining unit and responsibilities involved. Any change in the rate established by the Employer either through meetings with the Union or by an Arbitrator shall be made retroactive to the time at which the new or changed classification was first filled.
23.03 Employees with related experience which in the opinion of the Employer adds to the value of the employee's service will be credited by the Employer with one (1) annual service increment for each year of experience up to the maximum of the salary grid. Such opinion shall not be exercised in an unreasonable or arbitrary manner. Claim for previous experience, if any, shall be made in writing by the employee at the time of hiring on the application for employment form or otherwise. Once established consistent with this provision, credit for recent related experience will be retroactive to the employee’s date of hire. The employee shall co-operate with the Employer by providing verification of previous experience so that her or his previous experience may be determined and evaluated during her or his probationary period.
– SALARIES AND CLASSIFICATION. 21.01 The Employer agrees to pay at least the wage rates attached hereto as Appendix "A" which forms part of this Agreement.
21.02 When a new classification in the bargaining unit is established by the Employer or the Employer makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Employer shall advise the Union of such new or changed classification and the rate of pay established. If requested, the Employer agrees to meet with the Union to permit it to make representations with respect to the appropriate rate of pay providing any such meeting shall not delay the implementation of the new classification. Where the Union challenges the rate established by the Employer and the matter is not resolved following any meeting with the Union, a grievance may be filed within seven (7) calendar days following any meeting. If the matter is not resolved in the Grievance Procedure, it may be referred to Arbitration, it being understood that an Arbitrator shall be limited to establishing an appropriate rate based on the relationship existing amongst other classifications within the bargaining unit and responsibilities involved. Any change in the rate established by the Employer either through meetings with the Union or by an Arbitrator shall be made retroactive to the time at which the new or changed classification was first filled.
– SALARIES AND CLASSIFICATION. 23.01 When a new classification in the bargaining unit is established by the Employer or the Employer makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Employer shall advise the Union of such new or changed classification and the rate of pay established. If requested, the Employer agrees to meet with the Union to permit it to make representations with respect to the appropriate rate of pay providing any such meeting shall not delay the implementation of the new classification. Where the Union challenges the rate established by the Employer and the matter is not resolved following any meeting with the Union, a grievance may be filed within seven (7) calendar days following any meeting. If the matter is not resolved in the Grievance Procedure, it may be referred to Arbitration, it being understood that an Arbitrator shall be limited to establishing an appropriate rate based on the relationship existing amongst other classifications within the bargaining unit and responsibilities involved. Any change in the rate established by the Employer either through meetings with the Union or by an Arbitrator shall be made retroactive to the time at which the new or changed classification was first filled.
– SALARIES AND CLASSIFICATION. 23.01 Employees shall be compensated for their services in accordance with Schedule "A" which is attached and forms part of the Collective Agreement.
– SALARIES AND CLASSIFICATION. School Support Employees
63.1 School Support Employees shall be classified in accordance with Appendix 3 – Classification Structure – School Support Employees.
63.2 An employee engaged in ICT whose position exceeds the requirements of the descriptors for ICT Level 4 shall be classified and paid at Level 6 or 7 of Business Services.
63.3 An employee engaged in Utilities whose position exceeds the requirements of the descriptors for Utilities Level 4 shall be classified and paid at Level 4, 5, 6 or 7 of Business Services.
63.4 A junior employee (under the age of twenty (20) years) may be engaged as a Junior Business Services Employee, Junior Utility Employee or Junior Teacher Assistant on the following percentages of the appropriate Level 1 salary rate: Service after completion Year 10 or equivalent Year 11 or equivalent Year 12 or equivalent 1st year 70% 80% 90% 2nd year 80% 90% 100% 3rd year 90% 100% Commence progression 4th year 100% Commence progression 5th year Commence progression
63.5 The hourly rate of pay to be paid to a part-time Employee shall be 1/38th of the weekly salary.
63.6 An Employee who is required to take leave without pay under clause 57.1.2 during non-term weeks may, by agreement in writing with the Employer, elect to annualise (average) his/her salary over a fifty-two (52) week period. The adjusted annual salary for an Employee is: A = B x C x (52.18 – D)
– SALARIES AND CLASSIFICATION. 23.01 Salary rates for the classifications covered by this Collective Agreement are set out in Schedule A.
23.02 Each full-time employee shall advance from their present level to the next level set out on the salary grid annually from the date of hire until they reach the top level in the pay band. A regular part-time employee and/or a casual employee shall advance from their present level to the next level set out on the salary grid each 1500 hours worked, until they reach the top level in the pay band.
23.03 For the purpose of placing newly hired employees on the salary grid, one step shall be credited for every year of relevant and related experience, it being understood that a newly hired employee can be placed no higher than step 5 on the salary grid.
23.04 When a new classification in the bargaining unit is established by the Employer or the Employer makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Employer shall advise the Union of such new or changed classification and the rate of pay established. If requested, the Employer agrees to meet with the Union to permit it to make representations with respect to the appropriate rate of pay providing any such meeting shall not delay the implementation of the new classification. Where the Union challenges the rate established by the Employer and the matter is not resolved following any meeting with the Union, a grievance may be filed within seven (7) calendar days following any meeting. If the matter is not resolved in the Grievance Procedure, it may be referred to Arbitration, it being understood that an Arbitrator shall be limited to establishing an appropriate rate based on the relationship existing amongst other classifications within the bargaining unit and responsibilities involved. Any change in the rate established by the Employer either through meetings with the Union or by an Arbitrator shall be made retroactive to the time at which the new or changed classification was first filled.
– SALARIES AND CLASSIFICATION. 13.01 Both parties to the Collective Agreement recognize that any employee normally improves in skill and ability relative to experience. Employees will start at Step 1 and will advance to the next step on their anniversary date of employment. Advancement to subsequent steps will occur on their subsequent anniversary dates of employment. An employee’s anniversary date for the purpose of qualifying for an annual increment will not be changed as a result of a promotion.
13.02 Employees hired by the Employer with previous years of experience relevant to their position will be credited with such years of experience and placed on the grid accordingly.
13.03 There will be a maximum of two (2) long service increments for each base pay grade as set out in the Salary Appendix. The first long service increment is awarded where an employee has reached the maximum of the base pay grade for his/her present position and has not received an increment within the previous thirty-six (36) month period worked in the position. The second long service increment is awarded at the next anniversary date. Should an employee subsequently be evaluated or promoted to a higher pay grade, no waiting period for the first long service increment will be required.
13.04 Where the Employer determines that temporary employees are required, the Employer will determine the rate of pay for such temporary employees and notify the Union.
13.05 New classifications may be created during the term of this Agreement. As a result of a new classification, a new pay rate may be established. The Employer will evaluate new classifications and notify the Union of the results of the evaluation including the assigned pay rate. In the event the Union disagrees with the decision, the Union may file a grievance at Step 2 of the Dispute Resolution Process (Article 36). The Arbitration Board has the express authority to set the rate of pay for the new classification.
13.06 Where the Employer determines that the scope and responsibilities of a position have changed or will change, the Employer will evaluate the revised position and notify the Union of the results. An incumbent whose position is evaluated to a lower grade as a result of this clause will be red-circled at his/her current rate of pay and not eligible for future increments; however, such an employee will receive the negotiated increases as a result of collective bargaining.
(a) An employee who has reason to believe that s/he is improperly classified du...
– SALARIES AND CLASSIFICATION. 25.01 Salaries and professional classifications are set forth in Appendix A and remain in effect for the duration of this Agreement.
25.02 When an employee is promoted to a higher classification, they will be placed in the salary step of the new classification which is the next one greater than their former salary.
25.03 Effective upon ratification, employees with previous regulated health care experience in the health care sector, provided that there has been a time lapse of not more than five (5) years in employment, will be recognized on the basis of one (1) increment for each full year of such experience to the maximum of the salary grid.
25.04 When a new classification in the bargaining unit is established by the Employer or the Employer makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Employer shall advise the Union of such new or changed classification and the rate of pay established. If requested, the Employer agrees to meet with the Union to permit it to make representations with respect to the appropriate rate of pay providing any such meeting shall not delay the implementation of the new classification. Where the Union challenges the rate established by the Employer and the matter is not resolved following any meeting with the Union, a grievance may be filed within seven (7) calendar days following any meeting. If the matter is not resolved in the Grievance Procedure, it may be referred to Arbitration, it being understood that an Arbitrator shall be limited to establishing an appropriate rate based on the relationship existing amongst other classifications within the bargaining unit and responsibilities involved. Any change in the rate established by the Employer either through meetings with the Union or by an Arbitrator shall be made retroactive to the time at which the new or changed classification was first filled.
– SALARIES AND CLASSIFICATION. Article 15 Personnel File Article 16 Discipline, Discharge and Suspension Article 17 Legal Assistance Article 18 Sexual Harassment Article 19 Grievance Resolution Article 20 Joint Committee Article 21 Job Posting Article 22 Educational Development Article 23 ▇▇▇▇▇▇ and Recall Article 24 Sick Leave Article 25 Benefit Plans Article 26 Workers Compensation Coverage Article 27 Occupational Health and Safety Article 28 Vacation Article 30 Leaves of Absence Article 31 Validity Article 32 Entire Agreement Article 33 Duration
– SALARIES AND CLASSIFICATION. 22.01 Employees will be paid every Thursday by direct deposit.
22.02 a) In the event of an error on the employee’s paycheque, the University will correct this error within ten (10) calendar days following the employee's complaint.