JOB CLASSIFICATIONS AND WAGES. A. 1. The Employer shall maintain and make available to the Association President job descriptions for all job classifications and categories. If the Employer creates a new classification or category during the term of this Agreement, the Employer shall issue a job description and set an interim wage rate for the new classification or category. The Employer shall forward such information to the Association President in order to permit the Association an opportunity to request bargaining on the relationship of wages, hours and employment conditions to the newly established categories and/or classifications.
JOB CLASSIFICATIONS AND WAGES. The job classifications and wages in the Employer’s Pay Plan applicable to each specific bargaining unit are set forth in Appendix “A” attached to each Unit Agreement and by this reference made a part thereof. The wages set forth in Appendix “A” to the Unit Agreement reflect the following increase: January 1, 2020 – 2% January 1, 2021 – 2% January 1, 2022 – 2% Annual wage increases shall be effective at the start of an employee’s first full shift after 12:00 midnight January 1 of each year. Step increases shall be effective at the start of an employee’s first full shift on or after 12:00 midnight January 1 or 12:00 midnight July 1 of each year depending on the employee’s anniversary date. Employees starting between January 1 and June 30 shall advance to the next step effective the succeeding January 1 and the employee’s anniversary date shall thereafter be January 1. Employees starting between July 1 and December 31 shall advance to the next step effective the succeeding July 1 and the employee’s anniversary date shall thereafter be July 1.
JOB CLASSIFICATIONS AND WAGES. 12.1 The classifications, band/range, steps and rates of pay shall be as provided in the addenda of this agreement. Addendum A is a description of the salary and Pay Plan administration process. Addendum B is the 2019 and 2020 Pay Plan as calculated and administered by the Director of Human Resources. This Article, Addendum A, and Addendum B are not subject to the grievance procedure.
12.2 Effective January 1, 2019, employees who have not left employment during 2019 will receive a two‐point eight percent (2.8%) across‐the‐board increase to the 2018 Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. Effective January 1, 2020, a two‐point three percent (2.3%) across the board increase will be applied to the January 1, 2019, Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be reflected in an updated and attached Addendum B – Pay Plan as determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. In regard to the two “Probation Counselors,” they shall remain at their current band and duties.
12.3 In the event a new position is created, the Employer has the right to develop and establish the position. The classification and wage rate will initially be established by the Employer through the salary evaluation process and the Association will be notified of this wage rate. If the Association disagrees with the wage rate, then the parties agree to meet and negotiate only with respect to the wage rate. This section is not subject to the grievance procedure.
12.4 Employees become eligible for longevity pay after serving for a continuous year. After serving the continuous year, each employee will be eligible to receive longevity compensation at the rate of eleven dollars and seventy‐two cents ($11.72) per month per year of service. The maximum any employee is eligible for is twenty (20) years of continuous service. At twenty (20) years, the maximum monthly longevity pay an employee would be eligible for is two hundred thirty‐four dollars and forty cents ($234.40). As an examp...
JOB CLASSIFICATIONS AND WAGES. 24 Section 5.1. Job Classifications 25 It is agreed that it is the right and responsibility of Management to 26 establish new job classifications or eliminate existing classifications, 27 and establish the appropriate pay rate for such classifications. Any 28 such change in classifications will be reviewed and discussed with 29 the Union at least thirty (30) days in advance of its establishment. 30 Should a dispute arise concerning the pay rate, it shall be treated as 31 a grievance and handled in accordance with Article 7 of this 32 Agreement.
JOB CLASSIFICATIONS AND WAGES. 17.01 The Board shall pay wages bi-weekly in accordance with Schedule “A” attached hereto and forming part of this agreement.
(a) In the event that an employee is assigned to cover duties and/or responsibilities of a position that has a higher job classification than the employee is currently paid, the employee shall be paid at an appropriate higher rate of pay, provided that:
i) the assignment is for longer than one (1) work day, and;
ii) the employee is performing at least the core duties and responsibilities of the higher rated position The appropriate higher rate shall be in accordance with Schedule “A” at the next higher rate of pay but shall be limited as set out in Article 17.02(e).
(b) In the event that more than one employee is requested to cover the duties and/or responsibilities of a position as outlined in Article 17.02(a) above, the level of responsibility of each of the employees concerned, and the appropriate higher rate of pay applicable in each case shall be determined by mutual agreement of all parties.
(c) In the event that an employee is requested to cover the duties and responsibilities of a position that has a lower job classification, the employee shall maintain their current rate of pay.
(d) In the event that a part-time employee is requested to cover the duties and responsibilities of a position that has a lower job classification, in addition to their regular duties, and those hours are in addition to the employee’s regular hours worked, the lower job rate shall apply.
(e) Progression through the salary grid, Schedule “A”, shall be as follows: Step 1 = Start Step 2 = 3 months in the position Step 3 = 1 year in the position Step 4 = 2 years in the position
i) With the assignment of a second secretary to an elementary school location, the Head Secretary designation and job rate is applicable when the combined secretarial assignment at that location is 140% or more.
ii) A member who was reduced from a Head Secretary position in a school due to a reduction in the school’s enrolment shall be continued at the Head Secretary salary rate for a period of two (2) years from the date of change of status or until the rate of his/her salary reaches the Head Secretary rate, whichever occurs first.
(g) A new permanent employee shall be paid at Step 1, on the grid.
17.03 The rate applicable to temporary employees shall be one salary grade, at the step 1 level, below the actual salary grade of the position. This does not apply to employees of the ...
JOB CLASSIFICATIONS AND WAGES. 22.1 Any references to positions, jobs, or classifications are solely for identification purposes only and are not intended to limit any work functions whether regularly performed or not, if qualified. Nothing in the agreement shall be considered either as a guarantee, a limitation of the hours of work, or the work assignment of any employee.
22.2 The Company has the right of placement into, removal from, or reassignment from any level, job class, category, shift or work assignment with proper justification. The Company shall be the judge of competence, qualifications (as related to promotions), and ability, but the Union may question such judgment by showing the judgment was made in bad faith.
22.3 It shall be the policy of the Company to reclassify personnel from within the Union for all Bargaining Unit positions. Promotion/transfer to available openings will be based on ability to meet the required qualifications, the desire of the employee, and seniority. New hire employees that have not completed training may apply for posted openings within the Bargaining Unit. If selected, they have no seniority rights; therefore, they will be positioned at the bottom of the selection list. If qualifications are relatively equal between two (2) employees being considered for one (1) opening, seniority shall be the deciding factor. Relatively equal shall be interpreted to mean within four (4) points. Education and site experience will be used and added together in consideration for post openings.
22.4 Any employee who feels he has been passed over for a promotion/transfer to another classification has the right to have his case reviewed through the grievance procedure.
22.5 Wage rates for employees covered hereby shall be as provided in Appendix "A" attached hereto and made part thereof.
22.6 It is understood by the Company and the Union that employees covered by this CBA will not participate in the Company’s performance evaluation system. Employees will be evaluated in accordance with standards of Commission on Accreditation for Law Enforcement Agencies (CALEA), as required by classification. The evaluation under CALEA will be used for accrediting purposes only.
JOB CLASSIFICATIONS AND WAGES. Schedule attached hereto, shows the classifications and wages of the employees within the bargaining unit with effect from the dates set out therein. The Parties agree that the said schedules and contents thereof shall constitute part of this Agreement. It is further agreed that if any new classification within the scope of the certificates of certification are created during the lifetime of this Agreement, wage rates for such classifications shall commence to be negotiated between the Employer and the Union not later than fourteen (14) calendar days after the Employer establishes any such classification. Failure to mutually agree on either a new classification or the rate of pay for same shall be the subject matter of a grievance for the purpose of this Agreement. A job classification will not be changed for the purpose of evading payment of the minimum rates hereinafter set out.
JOB CLASSIFICATIONS AND WAGES. 25.1 Wages and Classifications Year 1 Year 2 Year 3 Class A Technician $ 25.11 $ 25.74 $ 26.38 Lube Technician $ 10.25 $ 10.51 $ 10.77 Drivability/transmission premium $ 2.50 $ 2.50 $ 2.50 (refer to letter of understanding #5) Apprentice percentage of applicable technician base rate less than 2,400 hours 45% 2,400 to 5000 hours 65% 5,000 to 6,500 75% 6,500 until licensed 85% (In the first 2 years of apprenticeship, the wage will be at straight time, beyond the second year the wage will change to flat rate. The same will apply to Body Shop apprentices) Body $ 21.00 $ 21.00 $ 21.53 Painter $ 20.00 $ 20.00 $ 20.50 In year 1 and 2, for every $ increase in the body shop door rate above $52, the pay rates for body shop employees listed above will increase by 30%. i.e., if door rate is raised to $54, the pay rates would increase by 60 cents. In the 3rd year, the threshold will rise to $53. Apprentice less than 2,400 hours 45% 2,400 to 5000 hours 65% 5,000 to 6,500 75% 6,500 until licensed 85% (Refer to note below Mechanical apprentice thresholds) Mechanical work premium $ 2.00 $ 2.00 $ 2.00 Body shop prepper $15.00 $ 15.00 $ 15.37 Counter person first year $ 11.79 $ 12.08 $ 12.39 13 months to 36 months $ 13.68 $ 14.02 $ 14.37 over 36 months $ 15.30 $ 15.69 $ 16.08 over 36 months (Xxxx) $ 16.40 $ 16.81 $ 17.23 (Parts Department thresholds are based on General Motors dealership experience) Shipper/Receiver/Parts Driver $ 10.50 $ 10.76 $ 11.03 Shuttle Driver $ 10.00 $ 10.25 $ 10.51 Clean up (Xxxxx) $ 16.40 $ 16.81 $ 17.23 Clean up (Xxxxx) $ 15.38 $ 15.76 $ 16.16 Cleanup - new hires $ 14.00 $ 14.35 $ 14.71 Lot person $ 10.00 $ 10.25 $ 10.51
25.2 The company agrees to pay up to $400 per semester for apprentices to attend their courses. This payment of tuition fee will be paid upon receipt of proof of successful completion of the course.
25.3 The company will pay $500 annually to the CAW Paid Education Leave Fund.
25.4 The company agrees to pay all members of the bargaining unit, a one-time bonus of $500 upon ratification of this contract.
25.5 Starting in year two (2) of the contract, the company agrees to match an employee contribution of 25 cents per hour to an RRSP fund, to an annual maximum of $500 per employee.
25.6 The company agrees to maintain the extra remuneration currently being paid to the night shift supervisor, for paperwork duties and parts duties.
25.7 Straight time will be paid when removal of Non-Factory components is required to perform the duty. Th...
JOB CLASSIFICATIONS AND WAGES. Lump sums are calculated based on 2000 hours times the base wage times the lump sum percentage. Effective the second pay period after ratification each active employee with seniority (excluding Xxxxxxxxxx) covered by this agreement shall receive a lump sum payment of 3.5% based on the calculation shown above. Effective May 4, 2015 each active employee with seniority (excluding Xxxxxxxxxx) covered by this agreement shall receive a 2% GWI. Effective the second pay period in May 2016 each active employee with seniority (excluding Xxxxxxxxxx) covered by this agreement shall receive a lump sum payment of 3.5% based on the calculation shown above. Effective May 1, 2017 each active employee with seniority (excluding Xxxxxxxxxx) covered by this agreement shall receive a 2% GWI. Regarding Lump Sum Payments, employees on leave of absence, short term disability or layoff will receive a portion of the lump sum on return to work for sixty (60) calendar days or more, calculated as the number of weeks they have worked in the preceding fifty-two (52) weeks divided by fifty-two (52), within two (2) weeks of completing said sixty (60) days. Employees hired after Ratification are not eligible to receive the Lump Sum Payment. For example the recalled employee who worked twenty- six (26) weeks in the preceding fifty-two (52) weeks will receive twenty-six (26) divided by fifty- two (52) of the lump sum. In the event the employee does not return to work by the end of the calendar year in which the lump sum was paid, that employee will not receive the lump sum payment.
JOB CLASSIFICATIONS AND WAGES. (a) There shall be Four (4) classifications of jobs as set forth in Section 8.2 of the Agreement.
