Wage Differentials Clause Samples

Wage Differentials. A permanent full-time or part-time Employee specifically appointed by their Department Head or designate to perform temporary duties in a higher rated position that is or is not subject to this Agreement shall: (i) receive the next higher rate of pay for that position that would result in an increase for all hours worked in that position; or, (ii) if the Employee is temporarily assigned to a lower rated position, their rate of pay shall not be changed.

Wage Differentials.  The salary relationships between ranks/assignments/specialties are as follows:  Firefighter/Engineer: 107% of Fire Fighter  FF/Staff Assistant: 108% of Fire Fighter  Firefighter Paramedic: 117.75% of Fire Fighter  Fire Lieutenant: 118.00% of Fire Fighter  Fire Lieutenant Specialties: 110% of Fire Lieutenant  Fire Captain: 110% of Fire Lieutenant  Fire Captain Specialties: 110% of Fire Captain  Administrative Assignments (excluding “modified duty”)  < 30 days: 115% of the employee’s base wage (i.e. FF/Admin is 115% of Fire Fighter)  30 days: 110% of the employee’s base wage (i.e. FF/Admin is 110% of Fire Fighter)

Wage Differentials. Any employee required in the course of his/her work to come into direct contact with bitumen, hot asphalt mix, live sewerage, or raw garbage shall be entitled to an increase in pay of: forty-five (45) cents (January 1, 1996) fifty (50) cents (January 1, 1997) per hour while actually so employed.

Wage Differentials. 16 A. An employee assigned to second shift shall receive a shift differential of seventy-five 17 cents ($0.75) per hour which shall be added to his/her base rate. Second shift is defined 18 as a start time between 1:30 PM and 6:30 PM. 19 B. An employee assigned to third shift shall receive a shift differential of one dollar ($1.00) 20 per hour which shall be added to his/her base rate. Third shift is defined as a start time 21 between 10:00 PM and 1:30 AM. 22 C. Any employee newly assigned in a Lead capacity after ratification of this Agreement will 23 receive one dollar fifty cents ($1.50) per hour differential above their base rate of pay. If 24 an employee in a Lead classification at the time of ratification is later removed from the 1 Lead role, that employee’s pay will not be reduced by more than one dollar ($1.00) per 2 hour if that employee stays within the same department. 3 D. Any employee assigned as Cell Coordinator will receive eighty-five cents ($0.85) per 4 hour differential above their base rate of pay. 5 Section 8. Promotions/Demotions to Another Job Classification. Promotions to another 6 Job Classification will meet the following specifications: 7 A. In no case will the employee’s base rate of pay be less than the minimum pay in that job 8 classification. 9 B. The new working rate of pay shall be effective in the employee's paycheck not later than 10 the second payday subsequent to the date on which the promotion is made. 11 C. Promotions to another job classification will include a ninety (90) day trial period in the 12 new position. If the promoted employee does not demonstrate sufficient skill to satisfy 13 all the requirements of the new position, the employee will be returned to his/her former 14 position at his/her former base rate of pay. 15 D. Employees demoted to a different job classification will not receive less than the 16 minimum rate of pay for that new job classification.

Wage Differentials. The following rates apply to Western’s journeyman scale: Aerial Observer 106% Electronic Equipment Craftsmen 106% Meter & Relay Craftsmen 106% Meter Craftsmen 100% Communication Craftsmen 100% Heavy Equipment Mechanic -$1.00 Heavy Equipment Operator -$1.00 P&C Craftsmen 110% Converter Technician 108% Temporary Laborer 45%

Wage Differentials. SSection 1. Differentials will be paid to all full time and part-time employees, per diem RN and per diem LPN employees, for hours worked on the evening, night and weekend shifts in accordance with the provisions of this Article. All per diem employees will be entitled to differentials for hours worked on the evening, night and weekend shifts in accordance with the provisions of this Article. Section 2. Shift differential will be used in calculating the average rate of pay for the computation of overtime but shall not be included in sick time, personal time or holiday time unless the employee is regularly assigned to shift work. Section 3. Evening and Shift Differential. Eligibility for evening and night shift differential will begin at 3:00 p.m. and end at 8:30 a.m. Shift differential for evening and night shifts shall be 10%. The employee must work four (4) hours into the shift to qualify for shift differential, except for dietary employees who must work three (3) hour into their shift to qualify. Section 4. There shall be pyramiding of shift differentials. Section 5. Weekend differential. Weekend differential will begin on 12:01 a.m. on Saturday and end at Midnight on Sunday. The differential for weekend work shall be $0.65 per hour. The employee must work four (4) hours into the shift to qualify for the shift differential. Section 6. Charge pay. In addition to the charge nurse, employees assigned to charge duties shall be paid, an additional $1.90 per hour for all hours worked in that assignment. Charge shall be defined as an employee: (1) designated by the manager, on a rotational basis if applicable; (2) who assumes the manager’s job duties; and (3) for a defined period of time in the manager’s absence. Section 7. Training/Preceptor Pay. Effective the first full bi-weekly payroll after ratification, in addition to their base pay, training/preceptor payment of $0.90 per hour shall be paid for all time in excess of one (1) hour that an employee is assigned by the Employer to training/ preceptor responsibilities. The Employer will create a training/ preceptor pay form for such pay. The applicable manager and the employee must sign that form and submit it to payroll.

Wage Differentials. Any employee required in the course of work to come into direct contact with bitumen hot asphalt mix, live sewerage, or raw garbage shall be entitled to an increase in pay of forty cents per hour while actually so employed.

Wage Differentials. The salary relationships between ranks/assignments/specialties are as follows:  Firefighter/Engineer: 105% of Fire Fighter  FF/Staff Assistant: 106% of Fire Fighter  Firefighter Paramedic: 115.5% of Fire Fighter;  Fire Lieutenant: 116.25% of Fire Fighter  Fire Lieutenant Specialties: 110% of Fire Lieutenant  Fire Captain: 110% of Fire Lieutenant  Fire Captain Specialties: 110% of Fire Captain  Administrative Assignments (excluding “modified duty”):110% of the employee’s base wage (i.e. FF/Admin is 110% of Fire Fighter)

Wage Differentials. 22.01 Shift workers working between 4:00 p.m. and 8:00 a.m. shall be paid a premium over and above their basic hourly wage rate in the amount of two dollars and thirty cents ($2.30) per hour effective May 1, 2015; two dollars and thirty five cents ($2.35) per hour effective May 1, 2016; two dollars and forty cents ($2.40) per hour effective May 1, 2017; two dollars and forty five cents ($2.45) per hour effective May 1, 2018. The following is a brief summary of the benefit plans, which will be maintained by the Company on behalf of the members of the Union. The official plan texts state exact terms, conditions and limitations and will be the governing factor whenever a question arises. More information on the following plans can be obtained from the Human Resources Department. The insurance and group benefit plan texts shall not be changed or modified to reduce benefit coverage in any way during the life of this agreement except by negotiation and mutual agreement of both parties. The Company will pay the total premium cost of Life Insurance, Accidental Death and Dismemberment Insurance, Long Term Disability Insurance, Dental Insurance, Weekly Accident and Sickness Insurance and Group Extended Health Benefits (M.S.I.) Benefit coverage begins on the first day employment commences except as otherwise stated. The current hourly employees' Benefit Plan policy numbers are: ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇ ▇▇▇ - ▇▇▇▇▇; Great West LTD ▇▇▇▇▇▇▇ - ▇▇▇▇▇▇ ▇▇▇, ▇▇▇▇▇ ▇▇▇▇ LTD Non-taxable - 134340 GHA, Life - 134339GL, A D & D - # BSC 9029989 and Blue Cross - 50149. It is understood that the Company may change benefits carriers so long as the level of benefits is not reduced. (▇▇▇▇▇ Hourly Plan Registration #Sask 50-696) Employees will be enrolled in the PCS Defined Contribution Pension Plan with a contribution rate of 3.0% of basic earnings, matched by the Company. The Company will match contributions to a maximum of twelve (12) months following the month in which an employee is laid off. Such contributions are to be made within 6 pay periods of returning to work. This increase in the DC Plan will be effective date of ratification. - benefit two (2) times basic annual earnings taken to the nearest multiple of $1000. - Dependent life insurance as follows: - Spouse: $10,000.00 - Eligible Dependent: $7,000.00 - benefit two (2) times basic annual earnings taken to the nearest multiple of $1000. - additional benefits include 100% benefit to insured person for loss of both hands, both ...