Classification and Pay. 24.1 Employees covered by this Agreement shall be assigned to jobs classified in one of the classification levels set out in APPENDIX "A".
24.2 The Job Evaluation Plan shall be established by the Corporation.
24.3 Where a new job is created or a job is substantially changed the classification level shall be established in accordance with the Job Evaluation Plan. An employee in a job whose classification level is adjusted downward shall retain his salary and his right to general increases in the form of a lump sum. Appeals or grievances regarding classification results will be handled through the grievance procedure.
24.4 Subject to Article 24.8, employees on temporary assignments shall receive a salary appropriate to the position.
24.5 Employees shall be paid every second Thursday. Where direct bank deposit applies, the deposits will be made no later than the opening of banking hours on the pay day described above; a pay slip detailing earnings and deductions will be remitted to the employee every pay day.
24.6 Progression in a salary range will be based on an employee’s performance. Formal reviews of performance will be conducted annually and increments will be granted effective March 31st of each year. As a general rule, salary progression will follow the normal application of increments every twelve (12) months according to the standard performance evaluation category result: surpasses - six (6) increments, fully meets expectations – four (4) increments, building – two (2) increments, or needs improvement – zero (0) increments.
24.7 Following the review meeting, the employee shall be given the opportunity to read any formal written review of his performance and to sign this document to indicate that its contents have been read and understood. A copy will be given to the employee and the performance document will indicate where applicable the number of increments being awarded to the employee.
24.8 Except for trainees, employees selected in accordance with Article 12.2 and assigned to duties of a greater responsibility in a higher classified position shall receive a salary at least 6% above their regular rate, which includes their protected rate, provided this is within the range of the higher classification, while so employed. Except for trainees, employees temporarily assigned in writing without bulletining to duties of a greater responsibility for one (1) day or more, at a higher classified position shall receive a salary 6% above their regular rate, ...
Classification and Pay. 27.01 Employees covered by this agreement shall be assigned to positions in accordance with the classification titles as set out in Appendix "A". Positions whose duties and responsibilities are substantially changed may be reviewed by the Authority or at the request of the employee. Any disagreement arising from the review may be grieved in accordance with Article 7.
27.02 Rates of pay for other classifications created during the term of this agreement shall be established by mutual agreement between the Authority and the Alliance.
27.03 Where an employee is required to perform for a temporary period of five (5) days or more the duties of a higher position than the one held by him, he shall be paid acting pay during that temporary period calculated as if he had been appointed to the higher position.
27.04 Employees shall be paid every second Thursday. If a pay day should coincide with a designated paid holiday, the employee shall be paid on the preceding working day.
27.05 Subject to the satisfactory performance of duties, increments shall be granted annually on the pay period immediately following the anniversary date of an employee's assignment.
27.06 When an employee is promoted from one position to another, he shall be paid in the new scale of rates at a rate which provides him with at least the equivalent of an annual increment in his new scale of rates.
27.07 The Authority will provide each employee with a statement indicating gross salary and credits, overtime pay, itemized deductions and net pay on every pay day.
Classification and Pay. 4 Classification and Pay
Classification and Pay. Section 1. Pay Schedules are contained in Addendum A. The attached salary schedules shall not be construed to continue beyond the duration of this Agreement, and nothing in this Agreement shall be construed to entitle any employee covered by this Agreement to steps, longevity increases, or classification changes after the expiration of this Agreement.
Section 2. New employees will begin on Step 1. Employees will advance one step each July 1 thereafter. Initial placement of new employees may be up to Step 5 for years of applicable experience as recommended by the Director of Human Resources to the Board of Trustees. Sign Language Interpreters will be hired at Grade I Step 11.
Section 3. An employee occupying a position of secretary, clerical, paraprofessional or food service worker may request reclassification of that position and grade level. Employee requests for reclassification may be made at any time following 12 months of employment in that position. Grade changes, if approved, will normally become effective July 1, subsequent to the decision. It is understood that the classification review committee for these purposes shall include a bargaining unit officer.
Classification and Pay. Section 1. The pertinent provisions of XxXX 1400.25 and EOP 15-10 Chapter 13, will apply to classification and pay administration for local employees, except as otherwise provided in this Master Agreement.
Section 2. Non-income-generating (non-commission) hours are the hours commission-paid employees spend on management-assigned jobs or duties and for which they receive the scheduled rate of pay authorized for their assigned grade and step instead of the commission rate. Local managers or supervisors will determine when non-income-generating hours are to be used. The following are conditions or situations over which commission-paid employees have no control, which prevent them from earning commission wages. The following will be designated non-income-generating hours:
A. The employee is assigned work for which commissions are not earned and which are outside of and unconnected to duties which produce income. Examples include product preparation or general housekeeping duties in a central kitchen or food sales facility.
B. The employee is assigned administrative tasks.
C. The employee is required to attend a training session.
D. Basic equipment or work area isn't available because of breakdown, renovation, flooding, fire, etc.
E. Administrative leave (death in family, etc.). Non-income-generating (noncommission) hours are recorded on the time sheet as both regular and holiday hours.
F. Any period of preventive or actual maintenance performed on the vehicle or equipment used by a commission paid employee which exceeds one hour.
G. On a regular basis, commission hours worked should be at least 90% of the scheduled workweek hours, except for periods of authorized leave or for periods of Agency required training.
H. Where commission earnings regularly fall below the employee's fringe benefit rate, Management will review customer shopping patterns, mobile routes, and workload, as appropriate, in order to improve sales, where possible.
Section 3. HPP employees will be eligible for shift differential pay without regard to the employee's employment category:
X. Xxxxxxxxx to 7 1/2 percent of the hourly rate for regularly scheduled non-overtime work, the majority of the hours of which occur between 1500 and 2400 hours, and
B. Amounting to 10 percent of the hourly rate for regularly scheduled non-overtime work, the majority of the hours of which occur between 2300 and 0800. When authorized shift differential is payable for the entire shift. A majority of hours for pur...
Classification and Pay. Employees are entitled to be paid for services rendered for the classification and position to which they are appointed at the pay rates specified in Appendix "A" attached.
Classification and Pay. The pay rates and pay ranges for job classes in the bargaining unit shall be as prescribed in Appendix A-1 and Appendix A-2 attached. Effective February 24, 2017, employees shall be paid on a biweekly basis. The City shall require direct deposit and electronic notification of all pay-related checks within three (3) months of the biweekly implementation. Effective July 1, 1997, a Firefighter promoted to Driver, Fire Prevention Inspector, or Firefighter Special Services will be placed at the step below top pay if they have less than five (5) years of service (has not reached top Firefighter pay). One year later, at the promotion anniversary date, the person will be moved to top pay. Exception: If the Driver, Fire Prevention Inspector or Firefighter Special Services reaches five (5) years of service before serving one (1) year in the promotional position, they will be placed at the top step at the five (5) years date. Effective July 1, 1997, and in line with current practice, a Firefighter promoted to Driver, Fire Prevention Inspector, or Firefighter Special Services will be placed at the top step of the new position at the time of promotion if the employee has five (5) or more years of service (has reached top Firefighter pay). Effective July 1, 1997, a Firefighter, Driver, Fire Prevention Inspector, or Firefighter Special Services promoted to the position of Fire Lieutenant, Fire Prevention Lieutenant, Fire Lieutenant Special Services and Fire Lieutenant Training will be placed at the step below top pay if they have less than five (5) years of service. One (1) year later, at the promotion anniversary date, the Lieutenant will be moved to top pay. Effective July 1, 1997, and in line with current practice, a Firefighter, Driver, Fire Prevention Inspector, or Firefighter Special Services promoted to the position of Fire Lieutenant, Fire Prevention Lieutenant, Fire Lieutenant Special Services and Fire Lieutenant Training will be placed at one (1) step below top pay if the employee has five (5) or more years of service. One (1) year later, at the promotion anniversary date, the Lieutenant will be moved to top pay. Effective January 9, 2017, (approval date of the 2016-2020 Agreement), and in line with the current practice, a Fire Lieutenant, Fire Prevention Lieutenant, Fire Lieutenant Special Services or Fire Lieutenant Training promoted to the position of Fire Captain, Fire Prevention Captain, Fire Captain Special Services, Fire Captain Training or Fire Captain ...
Classification and Pay. The pay rates and pay ranges for job classes in the bargaining unit shall be as prescribed in Appendix A, attached. All bargaining unit employees shall be paid on a bi-weekly schedule. The parties agree that all pay-related checks will be direct deposited by the City of Hartford and effective no later than January 7, 2017 (the second pay period after the approval of the 2016-2020 Agreement) bargaining unit members will receive all direct deposit advice via electronic notification.
Classification and Pay. The pay rates and pay ranges for job classes in the bargaining unit, for the fiscal years beginning July 1, 2007 and ending June 30, 2010 shall be prescribed in Appendix A, attached. This shall represent a 3% wage increase effective July 1,2007; 3% effective July 1, 2008; and 3% effective July 1, When the Town declares a permanent vacancy exists in one of the departmental ranks as listed in sections 5.1, 5.2 and 5.3 of the contract, the Town shall fill said vacancy from the promotional list designated for that particular rank within 30 days of the vacancy. If the permanent vacancy develops in the absence of a current promotional list, the Town shall fill the vacancy as soon as the new list is established. If a permanent vacancy exists in the rank of patrol, the Town shall attempt to place a newly hired officer in the R.I. Municipal Police Training Academy as soon as a vacancy exists at that institution. The Town shall begin the testing procedures for departmental ranks as outlined in sections 5.1, 5.2 and 5.3 of the contract ninety days prior to the expiration of the existing list.
Classification and Pay. The pay rates and pay ranges for job classes in the bargaining unit shall be as prescribed in Appendix B. While the parties recognize that Detective is not a separate job classification, it shall be treated as such solely for purposes of the order of assignment of overtime and private duty work pursuant to Sections 4.2 and 4.3 of this Agreement. It is understood and agreed that the supervisory duties and responsibilities provided for in the class specification of Police Captain and/or the Police Department’s Code of Conduct and/or any policy or procedure(s) of the Police Department, including but not limited to the grievance procedure and disciplinary matters, will continue to be exercised by the Police Captains during the term of this Agreement. Any specific job assignment for a particular Police Captain shall continue at the discretion of the Chief of Police.
