WAGES AND CLASSIFICATIONS Sample Clauses
WAGES AND CLASSIFICATIONS. 16.1 Job classification and the rates of pay applicable thereto for the duration of this Agreement shall be set out in Schedule "A" of this Agreement, attached hereto, and forming part thereof.
16.2 An employee within the bargaining unit temporarily doing the work of a higher paid classification shall receive after a one (1) day period, the higher rate applicable to such classification, and retroactively to the first day. When such an employee is returned to his/her previous position, the wages paid for the lower position will again apply. An employee temporarily transferred by reason of emergency to a lower paid classification, will receive the hourly rate of pay applicable to the job from which he/she was transferred, while employed in such lower paid classification during such emergency.
16.3 An employee who has terminated shall receive his/her wages not later than the next scheduled payroll after termination of employment. An employee who voluntarily leaves the employ of the Corporation shall receive the wages to which he/she is entitled at the regular payday following the date he/she leaves the employ of the Corporation.
16.4 All employees who have not received Step 7 of their classification will be eligible for a one step merit increase annually in accordance with Appendix
A. In January, the Manager of Human Resources will prepare a list of employees to receive merit increases along with changes in their classification prior to February 1st, for approval by the President & CEO. Merit increases will become effective on the following Monday based on the Criteria for Classifications as listed in Appendix A.
16.5 Promotion from Step 1 to Step 2 in the Wage Schedule shall be automatic at the end of the probationary period.
16.6 The position of Subforeperson will be filled as Management determines the need and promotion to this position will take place at time of appointment.
16.7 Any employee being transferred on a temporary basis to a monthly schedule shall work the hours of the monthly schedule (i.e., shift schedule). His/her pay will be calculated on a weekly basis forty (40) hours.
16.8 An employee, who cannot perform his/her regular duties because of age, sickness or accident, will be given a position provided such a vacancy exists, and that he/she is capable of fulfilling it.
16.9 An employee transferred under Article 15 to a lower paid classification will be paid at the wage rate applicable to the classification, commencing at the date of transfer.
WAGES AND CLASSIFICATIONS. The parties agree to include a classification and wage structure for each Division covered under the Agreement.
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3, 2009, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of ...
WAGES AND CLASSIFICATIONS. The following hourly rates shall be paid to members of Local The Group Classifications are those established in Schedule Group 1 Form Builder-Setters (Carpenters) May Group 2 Reinforced Concrete Workers, etc. May Group 3 Form Helpers May Group 4 Working Foremen Working Foremen shall be paid at the minimum rate of one dollar per hour more than the prevailing rate of the people he is supervising in that classifi- cation. Group 5 Layout Men May wages to be negotiated upon receipt of letter requesting same from Union.
WAGES AND CLASSIFICATIONS. 24.01 The job classifications and rates of pay shall be as set forth in Schedule “A” attached hereto and forming part of this Agreement.
WAGES AND CLASSIFICATIONS. For the purposes of Section 10.01 through Section 10.09, classifications are defined as:
WAGES AND CLASSIFICATIONS. 7.1 Employees shall be paid the wage established for their classification. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification that has a wage range overlapping the wage range of the employee's previous classification, the employee shall be paid at a wage rate that is at least 5% greater than their previous wage rate, but not more than the top wage rate of the classification to which the employee is appointed.
7.2 Wages shall be paid at biweekly intervals on Fridays for a week’s payroll period ending not less than 4 nor more than 10 days prior to the pay date, provided that if the regular pay date falls on a holiday payment shall be made on the preceding work day.
7.3 When an employee is temporarily assigned to work in a classification which has a wage range higher than their regular classification, they shall be paid at a wage rate which is at least 5% greater than their regular wage rate, but not more than the top wage rate of the classification to which the employee is temporarily assigned, with a minimum of one hour and time computed to the next full hour.
7.4 When an employee is temporarily assigned to work in a classification lower than their regular classification, their rate of pay will not be reduced.
7.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than their regular classification shall also be accrued in such temporary classification.
7.6 Attached hereto and made a part hereof is Exhibit “A”, titled "Schedule of Wage Rates".
7.7 The Agency and the Employees Representative may, from time to time during the year establish new and/or revise existing classifications and/or wage rates as a result of changes in operations or requirements of the Agency in accordance with the "Meet and Confer Process" as provided in the Government Code of the State of California. Attached hereto and made a part hereof is Exhibit "C", titled "Classification Specifications."
7.8 When an employee is permanently reclassified to a lower classification they shall be paid at a wage rate which is equal to their previous wage rate, but not more than the top wage rate of the classification to which the employee is permanently reclassified.
WAGES AND CLASSIFICATIONS. 4.01 For Commercial work performed by employees under this Craft Schedule “S”, the regular hourly rates of pay for each classification of worker shall be as set out below. July 10, 2015 $30.11 $2.71 $6.50 $2.50 $0.54 $0.25 $42.61 May 1, 2016 $30.77 $2.77 $6.68 $2.50 $0.54 $0.25 $43.51 May 1, 2017 $31.36 $2.82 $6.84 $2.50 $0.54 $0.25 $44.31 July 10, 2015 $24.05 $2.16 $5.87 $2.50 $0.54 $0.25 $35.37 May 1, 2016 $24.59 $2.21 $6.02 $2.50 $0.54 $0.25 $36.11 May 1, 2017 $25.08 $2.26 $6.15 $2.50 $0.54 $0.25 $36.78 July 10, 2015 $18.59 $1.67 $4.57 $2.50 $0.54 $0.25 $28.12 May 1, 2016 $19.03 $1.71 $4.69 $2.50 $0.54 $0.25 $28.72 May 1, 2017 $19.40 $1.75 $4.80 $2.50 $0.54 $0.25 $29.24
WAGES AND CLASSIFICATIONS. Employees performing work covered by this Section 14.00.00 shall be em- ployed in the classifications and at the wage rates set forth in Section 01.03.03 including such additions as may be made in accordance with Section 20.00.00 of this Agreement. Employees performing operation, maintenance and repair of equipment not set forth by classification in Section 01.03.03 shall be considered support Employees, and shall be paid at the wage rates for the classifications set forth in Section 01.03.00, and shall work under the terms and conditions contained in the applicable Sections outside of this Section 14.00.00.
WAGES AND CLASSIFICATIONS. 5.1 Employees in the bargaining unit will receive no less than the pay rates in the scale of minimums set out at Appendix A, pro-rated to hourly rates or otherwise as necessary. Nothing prevents VICE from paying rates above these rates nor does anything prevent employees from negotiating higher rates for themselves. Employees may consult with the Union prior to such negotiations. VICE is authorized to negotiate rates directly with any employee or prospective employee, provided that the negotiated rate exceeds these minimum rates and does not violate the Canadian Human Rights Act, the Equal Wage Guidelines, 1986 SOR/86-1082, as amended, or the Canada Labour Code.
5.2 The application of these pay rates and percentage increases is retroactive to January 1, 2017. Retroactive lump sum payments will be paid to employees on or before April 30, 2017. No retroactive payments will be made to any employee who is not employed on the date that the collective agreement comes into effect.
5.3 No employee will suffer a reduction in pay rate or compensation as a result of implementation of this Collective Agreement.
5.4 New employees will be placed in the appropriate grades effective from the hiring date.
5.5 An employee who is promoted to a job in a higher grade will receive any rate increase that corresponds with placement in that grade.
5.6 An employee who moves to another classification and then returns to the employee's previous classification will upon return to their previous classification be paid no less than their previous pay rate in that classification and may revert to the anniversary date that was in effect when the employee was in the previous classification.
5.7 All monies owing to employees for work performed and/or services received will be paid through direct deposit or as otherwise agreed. VICE will remit to the employee an electronic notification of deposit which will contain the employee's name, the payment date and corresponding work period, the amount of gross earnings, the nature and amount of deductions made and the amount of take-home pay.
5.8 Every employee will receive an increase of not less than the following in each year of the term of the Agreement: January 1, 2017 – 2% January 1, 2018 – 2.5% January 1, 2019 – 2.5%
5.9 Upon ratification of this agreement current employees will receive either the increase provided in 5.8 or an adjustment to their salary to comply with the minimum salaries in Appendix A, whichever is greater.