New Hire Employees. New employees shall be eligible for a footwear allotment upon hire; provided however, should the employee fail to successfully complete their trial service period the value of such footwear shall be withheld from their final pay check.
New Hire Employees. The District shall notify the Union Business Representative of any new employees and shall indicate the class for which hired and employee's address.
New Hire Employees. Part-time Employees who apply for and are granted a full-time position shall be treated as other full-time employees for purposes of pay and benefits, provided, however, that health insurance shall be limited to single coverage.
New Hire Employees. An employee may be hired at eighty-five percent (85%) of the rate of the job. Such employee will go to one-hundred percent (100%) of the job rate upon completion of sixty (60) days worked.
New Hire Employees. A. Prior to completion of the probationary period, new hire Employees may be discharged when, in the judgment of JTA, they are not satisfactory. Terminations during a new hire Employee’s initial probationary period are not subject to the grievance procedure in the AGREEMENT.
New Hire Employees. New hire employees will start out with a 48 hour bank of sick pay upon employment and after completing their FTEP program. This will be replenished as sick leave accrues. (This is approximately 25 work days.)
New Hire Employees. For those Employees who were not full-time, non-probationary Employees as of January 1, 1985, the EMPLOYER agrees to pay a retiree's family cost of the bargaining unit hospitalization/medical insurance in effect on the date of the Employee's retirement, as follows: YEARS OF SERVICE PERCENT OF LENGTH OF AND AGE PREMIUM PAID PREMIUM PAYMENT 20 Years of Service and at least 60 Years of Age 100% 15 Years 15 Years of Service and at least 55 Years of Age 75% 10 Years 10 Years of Service and at least 50 Years of Age 50% 5 Years
New Hire Employees. 20 below scale for 120 working days.
New Hire Employees. Non-temporary new hire employees will start at the entry rate in Article 30 and will receive accumulated C.O.L.A., after four (4) months of active service from his/her plant seniority date. When employees are transferred from another Xerox site, employees will be paid at the entry rate for the job assignment they enter providing they are able to perform the requirements of the job. Absences of one (1) month or less for Workplace Safety and Insurance benefits under WSIB or lay-off will not be counted as breaks in active service for new hire employees. Service credit for permanent new hires starts at the beginning of the four
New Hire Employees. Teamsters Canada Rail Conference Maintenance of Way Employees Division Suite 2 - 0000 Xxxxxxxxx Xx. Xxxxxx, Xxxxxxx X0X 0X0 Dear Xx. Xxxxx, This refers to the Union’s desire to revise the Starting Rate provisions contained in Section 2 of Wage Agreements 41 & 42 and all applicable supplements to reflect that they begin at 90% of the job rate and increase by 5% every six (6) months. While the Company could not agree with the Union’s demand, starting rates can be reviewed as part of the closed period retention study. If the foregoing accurately reflects your understanding of this matter, please indicate your concurrence in the space provided below. Yours truly, Xxxx Xxxxxx AVP, Labour Relations I Concur: X. Xxxxx President Teamsters Canada Rail Conference Maintenance of Way Employees Division APPENDIX F-13 Question: When an employee is dismissed from the service of the railway and later reinstated in a lower classification, can he displace any junior employee or only fill a vacancy? Answer: It was considered that, generally speaking, this question should be automatically decided by the terms under which the man returns to the service of the railway. This is a question which would best be determined by the Representatives of the Union and the Local Officers of the railway who would have full particulars with respect to the case. Generally speaking, they should be guided by the principle that the return of an employee to the service of the Company, who has been dismissed or demoted for cause, should not be permitted to displace other employees. Return to Work Program Acknowledging that a number of policy and personnel changes have taken place over the last few years, this will confirm the need for a renewed commitment to the Return to Work Program. This renewal will include but not be limited to an audit of TCRC-MWED local committee members to be completed prior to the end of February 2005, the appointment of local committee members as required, and Return to Work Program training prior to the end of July 2005. APPENDIX F-15 Alternate Grievance Resolution Meetings June 6, 2007 Xx. X. Brehl President Teamsters Canada Rail Conference Maintenance of way Employees Division 0000 Xxxxxxxxx Xxxx Xxxxxx, Xxxxxxx X0X 0X0 Dear Sir: This is in regard to our discussions during the 2007 round of negotiations to explore alternate grievance resolution methods during the closed period. It is understood that this will not prevent the further handling of unresolved grievances i...
