Layering over Sample Clauses

Layering over. An employee who is required to assign work to one or more Community Subsector employee(s) and is required to ensure that the assigned work is completed shall have their wage rate layered over the other employee(s).
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Layering over. Supervisors and lead hands must be compensated at a rate higher than those they supervise or lead. Where this cannot be accomplished by classification to an existing benchmark, positions designated as layered over will be compensated at a rate of two additional grids above the highest position supervised for positions at pay grade 12 or below OR one additional grid for those positions at pay grade 13 or above. A supervisor or lead hand, for the purpose of this article, is defined as a worker who reviews, assigns and monitors the work of other assigned workers.
Sample 1Sample 2
Layering over. Supervisors and lead hands must be compensated at a rate higher than those they supervise or lead. Where this cannot be accomplished by classification to an existing benchmark, positions designated as layered over will be compensated at a rate of two additional grids above the highest position supervised for positions at pay grade 12 or below OR one additional grid for those positions at pay grade 13 or above. A supervisor or lead hand, for the purpose of this article, is defined as a worker who reviews, assigns and monitors the work of other assigned workers. Benchmark Class Specifications and Job Families Accountant, Accounting Clerk, Administrative Assistant, Administrative Supervisor, Bookkeeper, Computer Technical Support Specialist, Database Clerk, Receptionist/General Office Clerk, Secretary Addictions Counsellor, Adult, Youth and/or Child Counsellor, Children Who Witness Abuse Counsellor, Children Who Witness Abuse Counsellor–Art Specialist, Employment Counsellor, ESL Instructor, Family Counsellor, Infant Development Consultant, Stopping the Violence Counsellor, Supported Child Care Consultant, Vocational Counsellor Activity Worker, Adult, Youth and/or Child Worker, Asleep Residential Night Worker, Awake Residential Night Worker, Child and Youth Transition House Worker, Child Care Resource and Referral Worker, Community Support Worker, Early Childhood Educator, Early Childhood Educator Assistant, Early Childhood Educator, Senior, Family Support Worker, Group Facilitator, Reconnect Worker, Residence Worker, Residence Worker, Senior, Residential Child and/or Youth Worker, School Aged Child Worker, School Based Prevention Worker, Settlement and Integration Worker, Special Services Worker, Transition House Worker, Victim Service Worker, Vocational Worker Behavioural Therapist, Clinical Counsellor, Nutritionist, Occupational Therapist, Physiotherapist, Residence Nurse, Speech Language Pathologist Building Maintenance Worker, Cook, Housekeeper, Janitor, Passenger Vehicle Driver, Retail Supervisor, Retail Worker, Truck Driver Crisis Line Coordinator, Program Coordinator 1, Program Coordinator 2, Residence Coordinator, Volunteer Coordinator
Sample 1
Layering over. An employee who is required to assign work to another Community Subsector employee and is required to ensure that the assigned work is completed shall have her wage rate layered over the other employee. The layered over wage rate will be one classification grid higher than the classification grid for the other employee's job, with the layered over employee maintaining her own increment step. If this results in the layered over wage rate being below the appropriate wage rate of the other employee's classification, the layered over wage rate will be placed at the first increment step that results in a wage rate above the appropriate wage rate of the other employee's classification, to a maximum of Step Four. Memorandum of Agreement #3 Re: New Certifications Memorandum of Agreement #4 Re Certain Existing Collective Agreement Provisions Memorandum of Agreement #6 Re: Wage Protection and Standardization / Grandparenting Memorandum of Agreement #7 Re: Implementation of Article 15 for Newly-Certified Employers Memorandum of Agreement #8 Re: Live In and Overnight Shifts Memorandum of Agreement #10 re: Prevention of Muskuloskeletal Injuries Memorandum of Agreement #11 Re: Prevention of Work-Related Illnesses, Injuries and Disabilities Memorandum of Agreement #12 Re: Suspension of Drivers' Licenses Memorandum of Agreement #13 Re: Human Resource Staffing Strategies Memorandum of Agreement #16 Re: Wage Status of CHWs Paid CHW II Rate Memorandum of Agreement #21 Re: Dovetailed Seniority List Options for Displaced Employees of Health Authorities Memorandum of Agreement #26 Re: Article 13.16 – Contracting Out Memorandum of Agreement #27 Re: Consultation – Contracting Out Memorandum of Agreement #28 Re: Employee Options – Contracting Out Letter of Understanding #1 Re: Non-Standard Work Schedules Letter of Understanding #2 Re: Wage Re-Opener Memorandum of Agreement #2 Re: Benefits Joint Working Group Memorandum of Agreement #9 Re: Occupational Health and Safety Agency for Healthcare Memorandum of Agreement #17 Re: Home Support Scheduling – Fixed Hour Positions – Pilot Projects Memorandum of Agreement #18 Re: Home Support Scheduling – Split Shift and Reduces Hours Positions – Pilot Projects Memorandum of Agreement #22 Re: Scheduling Joint Working Group Memorandum of Agreement #24 Re: Enhanced Disability Management/STIIP Joint Working Group Memorandum of Agreement #25 Re: LPN Supervisor Benchmark and Wage Grid Letter of Agreement Re: Fiscal Dividend
Sample 1
Layering over. An employee who is required to assign work to one or more another Community Subsector employee(s) and is required to ensure that the assigned work is completed shall have her wage rate layered over the other employee(s). The layered over wage rate will be one the next highest classification grid higher than the classification grid for the wherein the top increment step rate provides for a minimum difference of 5% above the top increment step rate of the other employee's job, with the layered over employee maintaining her own increment step. If this the above results in the layered over wage rate being below the appropriate wage rate of the other employee's classification, the layered over wage rate will be placed at the first increment step that results in a wage rate above the appropriate wage rate of the other employee's classification, to a maximum of the top increment step.
Sample 1
Layering over. An employee who is required to assign work to one or more another Community Subsector employee(s) and is required to ensure that the assigned work is completed shall have her their wage rate layered over the other employee(s). The layered over wage rate will be one the next highest classification grid higher than the classification grid for the wherein the top increment step rate provides for a minimum difference of 5% above the top increment step rate of the other employee's job, with the layered over employee maintaining their her own increment step. If this results in the layered over wage rate being below the appropriate wage rate of the other employee's classification, the layered over wage rate will be placed at the first increment step that results in a wage rate above the appropriate wage rate of the other employee's classification, to a maximum of Step Four. Revised Collective Agreement Language 1. Except as set out below, with respect to bargaining units certified up to September 30, 2006, the employees affected will receive full and complete application of all the provisions of the collective agreement effective April 1, 2006 or from six months after the date of each certification, whichever is later. Any bargaining units certified on or after October 1, 2009 will only be covered by this provision with the mutual agreement of the HEABC and the Association of Bargaining Agents.
Sample 1
Layering over. An employee who is required to assign work to another Community Subsector employee and is required to ensure that the assigned work is completed shall have her wage rate layered over the other employee. The layered over wage rate will be one classification grid higher than the classification grid for the other employee's job, with the layered over employee maintaining her own increment step. If this results in the layered over wage rate being below the appropriate wage rate of the other employee's classification, the layered over wage rate will be placed at the first increment step that results in a wage rate above the appropriate wage rate of the other employee's classification, to a maximum of Step Four. The following list of employers is for information purposes only and may vary from the list of employers attached to the Community Subsector consolidated certifications issued by the Labour Relations Board, as amended from time to time. If there is an inconsistency between the two lists, the LRB certification lists and case law will apply. 000 Xxxx Xxxxx Xxxxxxx and Drug Services Interior Health Authority BCGEU Aberdeen House Canadian Mental Health Association, Vernon and District Branch BCGEU AIDS Vancouver Vancouver AIDS Society HSA AIDS Vancouver Island Vancouver Island AIDS Society BCGEU Apple Lane Tertiary Mental Health Residential Care Unit Interior Health Authority BCGEU Argyll Lodge Argyll Lodge Ltd. HEU Xxxxxxxxx Spallumcheen Home Support Service Interior Health Authority UFCW Arrow and Slocan Lakes Community Services Arrow and Slocan Lakes Community Services UFCW Ashcroft & District Home Support Interior Health Authority UFCW Avonlea House Avonlea Care Centre Limited HEU
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