Common use of Compensation on Promotion or Transfer to a New Classification Clause in Contracts

Compensation on Promotion or Transfer to a New Classification. An employee who is promoted to a higher paid classification will receive an increase of 5% to the base hourly rate (before language, clinical, float, lead or other premiums) but will not be paid less than the minimum rate for the new classification. In the case of an employee promoted to Lead Clinician, the employee will be placed on a step that gives the employee an increase of no less than the greater of 5% or $5.00 (five dollars) if the employee was a Clinician I and 5% or $3.00 (three dollars) if the employee was a Clinician II. An employee who moves from a Call Center to a Clinic Assistant classification or vice versa shall suffer no reduction in pay. Employees who have relevant experience beyond the minimum qualifications required for the higher paid classification shall be placed on a step using the equitable system noted in Article 19.5. An employee who is transferred to a classification that is paid the same as the classification from which they are moving will be placed on the same step in the new classification rate scale. An employee who is involuntarily transferred to a classification that is paid less than the classification from which they are moving will be red-circled at their current rate of pay until the anniversary date of their placement in the new classification or they are promoted, whichever occurs first. If an employee requests to transfer to a lesser paid classification, the employee will be placed on the new scale based on the employee’s skills and experience relevant to the new classification, without any red-circling. However, if the employee is returning to a previously-held classification, the employee will be placed on a step not lower than the last step held in that classification. In the case of a red-circled employee, if the effective anniversary date occurs before any promotion, the employee will be placed on the step in the classification rate scale for the new classification closest to their then-current rate of pay, without going down. If the employee is promoted before the effective anniversary date, the employee will be placed on the step in the new classification rate scale that gives them at least a 5% increase.

Compensation on Promotion or Transfer to a New Classification. An employee who is promoted to a higher paid classification will receive an increase of 5% to the base hourly rate (before language, clinical, float, lead or other premiums) but will not be paid less than the minimum rate for the new classification. In the case of an employee promoted to Lead Clinician, the employee will be placed on a step that gives the employee an increase of no less than the greater of 5% or $5.00 (five dollars) if the employee was a Clinician I and 5% or $3.00 (three dollars) if the employee was a Clinician II. An employee who moves from a Call Center to a Clinic Assistant classification or vice versa shall suffer no reduction in pay. Employees who have relevant experience beyond the minimum qualifications required for the higher paid classification shall be placed on a step using the equitable system noted in Article 19.5. An employee who is transferred to a classification that is paid the same as the classification from which they are moving will be placed on the same step in the new classification rate scale. An employee who is involuntarily transferred to a classification that is paid less than the classification from which they are moving moving, will be red-circled at their current rate of pay until the anniversary date of their placement in the new classification or they are promoted, whichever occurs first. If an employee requests to transfer to a lesser paid classification, the employee will be placed on the new scale based on the employee’s skills and experience relevant to the new classification, without any red-circling. However, if the employee is returning to a previously-held classification, the employee will be placed on a step not lower than the last step held in that classification. In the case of a red-circled employee, if the effective anniversary date occurs before any promotion, the employee will be placed on the step in the classification rate scale for the new classification closest to their then-current rate of pay, without going down. If the employee is promoted before the effective anniversary date, the employee will be placed on the step in the new classification rate scale that gives them at least a 5% increase.

Compensation on Promotion or Transfer to a New Classification. An employee who is promoted to a higher paid classification will receive an increase of 5% to the base hourly rate (before language, clinical, float, lead or other premiums) but will not be paid less than the minimum rate for the new classification. In the case of an employee promoted to Lead Clinician, the employee will be placed on a step that gives the employee an increase of no less than the greater of 5% or $5.00 (five dollars) if the employee was a Clinician I and 5% or $3.00 (three dollars) if the employee was a Clinician II. An employee who moves from a Call Center to a Clinic Assistant classification or vice versa shall suffer no reduction in pay. Employees who have relevant experience beyond the minimum qualifications required for the higher paid classification shall be placed on a step using the equitable system noted in Article 19.5. An employee who is transferred to a classification that is paid the same as the classification from which they are moving will be placed on the same step in the new classification rate scale. An employee who is involuntarily transferred to a classification that is paid less than the classification from which they are moving moving, will be red-circled at their current rate of pay until the anniversary date of their placement in the new classification or they are promoted, whichever occurs first. If an employee requests to transfer to a lesser paid classification, the employee will be placed on the new scale based on the employee’s skills and experience relevant to the new classification, without any red-circling. However, if the employee is returning to a previously-held classification, the employee will be placed on a step not lower than the last step held in that classification. In the case of a red-circled employee, if the effective anniversary date occurs before any promotion, the employee will be placed on the step in the classification rate scale for the new classification closest to their then-current rate of pay, without going down. If the employee is promoted before the effective anniversary date, the employee will be placed on the step in the new classification rate scale that gives them at least a 5% increase.. DRAFT

Compensation on Promotion or Transfer to a New Classification. An employee who is promoted to a higher paid classification will receive an increase of 5% to the base hourly rate (before language, clinical, float, lead or other premiums) but will not be paid less than the minimum rate for the new classification. In the case of an employee promoted to Lead Clinician, the employee will receive an increase of the greater of 5% or $5.00 (five dollars) if she was a Clinician I and the greater of 5% or $3.00 (three dollars) if she was a Clinician II. An employee who moves from a Call Center to a Clinic Assistant classification or vice versa shall suffer no reduction in pay. Effective at the start of the first pay period on or after June 1, 2014, an employee who is promoted to a higher paid classification will be placed on the lowest step in the classification rate scale for the new classification that gives the employee an increase of at least 5% of the base hourly rate (before language, clinical, float, lead or other premiums). In the case of an employee who is promoted to Lead Clinician, the employee will be placed on a step that gives the employee an increase of no less than the greater of 5% or $5.00 (five dollars) if the employee was a Clinician I and 5% or $3.00 (three dollars) if the employee was a Clinician II. An employee who moves from a Call Center to a Clinic Assistant classification or vice versa shall suffer no reduction in pay. Employees who have relevant experience beyond the minimum qualifications required for the higher paid classification shall be placed on a step using the equitable system noted in Article 19.5. An employee who is transferred to a classification that is paid the same as the classification from which they are moving will be placed on the same step in the new classification rate scale. An employee who is involuntarily transferred to a classification that is paid less than the classification from which they are moving moving, will be red-circled at their current rate of pay until the anniversary date of their placement in the new classification or they are promoted, whichever occurs first. If an employee requests to transfer to a lesser paid classification, the employee will be placed on the new scale based on the employee’s skills and experience relevant to the new classification, without any red-circling. However, if the employee is returning to a previously-held classification, the employee will be placed on a step not lower than the last step held in that classification. In the case of a red-circled employee, if the effective anniversary date occurs comes before any promotion, the employee will be placed on the step in the classification rate scale for the new classification closest to their then-current rate of pay, without going down. If the employee is promoted before the effective their next anniversary date, the employee will be placed on the step in the new classification rate scale that gives them at least a 5% increase.