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. APPENDIX 1 List of Employers – Generated as of August 2013 (Errors and Omissions Excepted) Note: This list of Employers is in abbreviated form. For further information refer to the Consolidated Certification for the Community Subsector (Errors and Omissions Excepted) COMMON NAME LEGAL NAME XXXXX 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 Armstrong 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
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. SCHEDULE A Benchmark Class Specifications and Job Families Administrative, Finance & Technical Accountant, Accounting Clerk, Administrative Assistant, Administrative Supervisor, Bookkeeper, Computer Technical Support Specialist, Database Clerk, Receptionist/General Office Clerk, Secretary Counsellors & Consultants 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 Childcare Consultant, Vocational Counsellor Front Line Workers Activity Worker, Adult, Youth and/or Child Worker, Asleep Residential Night Worker, Awake Residential Night Worker, Child and Youth Transition House Worker, Childcare 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 Graduate Degrees & Licensed Professionals Behavioural Therapist, Clinical Counsellor, Nutritionist, Occupational Therapist, Physiotherapist, Residence Nurse, Speech Language Pathologist Operation Support Building Maintenance Worker, Xxxx, Housekeeper, Janitor, Passenger Vehicle Driver, Retail Supervisor, Retail Worker, Truck Driver Supervisors & Coordinators Crisis Line Coordinator, Program Coordinator 1, Program Coordinator 2, Residence Coordinator, Volunteer Coordinator INFORMATION APPENDIX C
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. Memorandum of Agreement #6 – New Certifications Revised Collective Agreement Language
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.
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).
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. APPENDIX 1 Re: List of Employers – Generated as of October 2013 (Errors and Omissions Excepted) 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. (Errors and Omissions Excepted) COMMON NAME LEGAL NAME XXXXX 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
