Common use of PAY ADMINISTRATION Clause in Contracts

PAY ADMINISTRATION. 8.1 Promotion occurs when the incumbent of a full-time regular position is assigned to another position with a higher maximum salary than that of his / her former classification. 8.2 A full-time regular employee who is promoted shall receive a promotional increase of at least three percent (3%) and the resulting salary must be no less than the minimum of the salary range of the position to which he / she is assigned. 8.3 Where the duties of a full-time regular employee are changed as a result of reorganization or reassignment of duties and the position is reclassified to a classification with a lower maximum salary, a full-time regular employee who occupies the position when the reclassification is made is entitled to salary progression based on merit to the maximum salary of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place. 8.4 A full-time regular employee to whom the above section applies is entitled to be appointed to the first vacant position in his / her former classification that occurs in the same administrative district or unit, institution or other work area in the same Ministry in which he / she was employed at the time the reclassification was made provided such an employee is qualified to perform the duties of the vacant position in his / her former classification. 8.5 Where a position is reassessed and is reclassified to a classification with a lower maximum salary, any full-time regular employee who occupies the position at the time of the reclassification shall continue to be entitled to salary progression based on merit to the maximum salary of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place. 8.6 Where a position is reassessed and is reclassified to a classification with a higher maximum salary, a full-time regular employee who occupied the former position that is subject to reclassification shall be extended pay treatment in accordance with Article 8.2. 8.7 Where, because of the abolition of a position, a full-time regular employee is assigned: - from one position in a Ministry to another position in the same Ministry, or - from a position in one Ministry to a position in another Ministry, and the position to which he / she is assigned is in a classification with a lower maximum salary than the maximum salary for the position from which he / she was assigned, he / she shall continue to be entitled to salary progression based on merit to the maximum salary of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the full-time regular employee starts the new assignment.

PAY ADMINISTRATION. 8.1 Promotion occurs when 28.01 An employee is entitled to be paid for services rendered in accordance with the incumbent hourly rates of a full-time regular position is assigned to another position with a higher maximum salary than that of his / her former classification. 8.2 pay specified in Appendix A full-time regular employee who is promoted shall receive a promotional increase of at least three percent (3%) and for the resulting salary must be no less than the minimum of the salary range classification of the position to which he / she the appointment is assignedmade. The hourly rates of pay specified in Appendix A shall be the official rates of pay. 8.3 Where 28.02 Employees shall be paid bi-weekly with pay days being alternate Fridays, in accordance with the duties of a full-time regular employee are changed as a result of reorganization or reassignment of duties and the position is reclassified to a classification with a lower maximum salary, a full-time regular employee who occupies the position when the reclassification is made is entitled to salary progression based on merit to the maximum salary pay system of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place. 8.4 A full-time regular Employer. An employee to whom the above section applies is entitled to be appointed to the first vacant position in his / her former classification that occurs in the same administrative district or unit, institution or other work area in the same Ministry in which he / she was employed at the time the reclassification was made provided such an employee is qualified to perform the duties of the vacant position in his / her former classification. 8.5 Where a position is reassessed and is reclassified to a classification with a lower maximum salary, any full-time regular employee who occupies the position at the time of the reclassification shall continue to be entitled to salary progression based on merit to the maximum salary of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place. 8.6 Where a position is reassessed and is reclassified to a classification with a higher maximum salary, a full-time regular employee who occupied the former position that is subject to reclassification shall be extended pay treatment paid for services rendered in accordance with Article 8.2. 8.7 Where, because the annual rates of pay specified in Appendix A1 for the abolition classification of a position, a full-time regular employee is assigned: - from one position in a Ministry to another position in the same Ministry, or - from a position in one Ministry to a position in another Ministry, and the position to which he / she the appointment is assigned made. The annual rates of pay specified in Appendix A1 shall be the official rates of pay. 28.03 Pay supplements such as overtime and shift premiums shall be issued to employees on regular pay dates with the details of pay supplement outlined on the employee’s pay stub. Except in conditions beyond the Employer’s control, the Employer shall issue these pay supplements within three (3) weeks of the end of the pay period in which they were earned. 28.04 When an employee is in appointed to a classification with a lower position, the maximum rate of pay of which exceeds that of his/her former position the employee shall receive: (a) the minimum rate for the new position where the employee presently earns less than the minimum salary established for the new position; or (b) one increment where the employee presently earns the same as or more than the minimum but less than the maximum salary for the new position. 28.05 When an employee is appointed to a position from which he / having the same maximum rate of pay as his/her former position, his/her salary shall remain unchanged. 28.06 When an employee accepts a position having a lower maximum rate of pay than that of his/her former position, the rate of pay on appointment to that position shall be not less than the minimum salary nor more than the maximum salary for that position and shall be equal to or nearest to the rate he/she was assignedpaid in the former position. (a) Where an employee occupies a position which is reclassified because of a change of duties, he / she resulting in its inclusion in a pay grade having a higher maximum salary, the employee shall receive: (i) the minimum rate for the new pay grade where his/her present salary is less than the minimum salary established for the pay grade; or (ii) one increment where his/her salary is the same as or more than the minimum but less than the maximum salary for the new pay grade. (b) Where an employee occupies a position which is reclassified resulting in its inclusion in a pay grade having a maximum salary the same as that previously applicable to the position, the salary payable to the employee shall remain unchanged. (c) Notwithstanding Clause 28.01: (i) Where an employee occupies a position which is reclassified resulting in its inclusion in a pay grade having a maximum salary less than that previously applicable to the position, the salary payable to the employee shall remain unchanged. (ii) When an employee’s salary exceeds the maximum of the applicable pay grade, the employee shall be paid as a present incumbent and shall continue to be entitled to salary progression based on merit to receive the maximum salary negotiated increases for the range of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the full-time regular employee starts the new assignmentposition before it was classified downwards.

PAY ADMINISTRATION. 8.1 Promotion occurs when the incumbent of a full-full time regular classified position is assigned to another position with a higher maximum salary than that of his / his/her former classification. 8.2 A full-full time regular classified employee who is promoted shall receive a promotional increase of at least three percent (3%) and the resulting salary must be no less than the minimum of the salary range of the position to which he / he/she is assigned. 8.3 Where the duties of a full-full time regular classified employee are changed as a result of reorganization or reassignment of duties and the position is reclassified to a classification with a lower maximum salary, a full-full time regular classified employee who occupies the position when the reclassification is made is entitled to salary progression based on merit to the maximum salary of the higher classification, classification including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place. 8.4 A full-full time regular classified employee to whom the above section applies is entitled to be appointed to the first vacant position in his / his/her former classification that occurs in the same administrative district or unit, institution or other work area in the same Ministry in which he / he/she was employed at the time the reclassification was made provided such an employee is qualified to perform the duties of the vacant position in his / his/her former classification. 8.5 Where a position is reassessed and is reclassified to a classification with a lower maximum salary, any full-full time regular classified employee who occupies the position at the time of the reclassification shall continue to be entitled to salary progression based on merit to the maximum salary of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place. 8.6 Where a position is reassessed and is reclassified to a classification with a higher maximum salary, a full-full time regular classified employee who occupied the former position that is subject to reclassification shall be extended pay treatment in accordance with Article Section 8.2. 8.7 Where, because of the abolition of a position, a full-full time regular classified employee is assigned: - from one position in a Ministry to another position in the same Ministry, or - from a position in one Ministry to a position in another Ministry, and the position to which he / he/she is assigned is in a classification with a lower maximum salary than the maximum salary for the position from which he / he/she was assigned, he / he/she shall continue to be entitled to salary progression based on merit to the maximum salary of the higher classification, classification including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the full-full time regular classified employee starts the new assignment.

PAY ADMINISTRATION. 8.1 Promotion occurs when 18.01 An Employee shall be paid for services rendered at a rate of pay specified in Appendix A for their job title in accordance with the incumbent time limits outlined in the rate of pay scale and in accordance with the following: (a) Employees accepting a full-time regular position is assigned to another within the Bargaining Unit who have previous services with the Employer, in the same type of position (i.e. same job title), will be placed at the increment of the wage grid commensurate with their length of service with the Employer (b) Employees accepting a higher maximum salary than position within the Bargaining Unit who have previous, but discontinuous service, in the same type of position (i.e. the same job title), within five (5) years of the commencement date of their position within the Bargaining Unit will have fifty percent (50%) of that service credited towards their length of his / her former classificationservice for the purpose of placement on the wage grid. 8.2 A full-time regular employee who (a) When an Employee is promoted shall receive a promotional increase of at least three percent (3%) and appointed in writing by the resulting salary must be no less than the minimum of the salary range of the position Employer to which he / she is assigned. 8.3 Where temporarily perform the duties of a full-time higher classification in the Bargaining Unit, they shall be paid as if they have been appointed to that higher classification level for that period from the first (1st) day. (b) When an Employee is appointed, in writing, by the Employer to temporarily perform the duties of an Employee outside the Bargaining Unit, they shall be paid at their regular employee are changed as rate plus an additional twenty percent (20%) for that period from the first (1st) day. 18.03 An Employee temporarily assigned by the Employer to a result position with a rate of reorganization or reassignment pay lower than their regular rate of pay shall maintain their regular rate of pay. 18.04 An Employee shall not have their rate of pay reduced by reason of a change in the classification of their position that is caused other than by the Employee themselves. 18.05 When a new job with duties and rate of pay which differs from existing jobs is created within the position is reclassified Bargaining Unit, the Employer will promptly inform the Bargaining Agent. The job will be evaluated in accordance with the NPF Job Evaluation Program by the Job Evaluation Committee. The rate of pay for the job will be as per the applicable pay level in Appendix A. Jobs shall be reviewed by the Job Evaluation Committee if the job changes significantly. 18.06 An Employee recalled from layoff in accordance with Article 13.04, to a classification with a lower maximum salaryrate of pay than the rate of pay of their former classification, a full-time regular employee who occupies shall be paid the position when rate of pay specified in Appendix A for the reclassification is made is entitled to salary progression based applicable classification. Notwithstanding the foregoing, the Employee will retain the seniority of their former classification for six (6) months from the date they were placed on merit to the maximum salary layoff list of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes placeoutlet concerned. 8.4 A full-time regular employee to whom the above section applies is entitled to be appointed to the first vacant position in his / her former classification that occurs in the same administrative district or unit, institution or other work area in the same Ministry in which he / she was employed at the time the reclassification was made provided such an employee is qualified to perform the duties of the vacant position in his / her former classification. 8.5 Where a position is reassessed and is reclassified to a classification with a lower maximum salary, any full-time regular employee who occupies the position at the time of the reclassification shall continue to be entitled to salary progression based on merit to the maximum salary of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place. 8.6 Where a position is reassessed and is reclassified to a classification with a higher maximum salary, a full-time regular employee who occupied the former position that is subject to reclassification shall be extended pay treatment in accordance with Article 8.2. 8.7 Where, because of the abolition of a position, a full-time regular employee is assigned: - from one position in a Ministry to another position in the same Ministry, or - from a position in one Ministry to a position in another Ministry, and the position to which he / she is assigned is in a classification with a lower maximum salary than the maximum salary for the position from which he / she was assigned, he / she shall continue to be entitled to salary progression based on merit to the maximum salary of the higher classification, including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the full-time regular employee starts the new assignment.