PAY EQUITY PLAN. The parties to this Collective Agreement agree that as of January 1, 1990 there are not any female dominated job classes within the bargaining unit and therefore there are not any Pay Equity adjustments required. This statement is deemed to constitute the Pay Equity Plan for the parties to this Collective Agreement.
PAY EQUITY PLAN. 35.01 Further to Article 27.01 and following the completion of the University of Victoria/CUPE 951 Pay Equity Plan in February 2000, the parties agree that pay equity is achieved for CUPE Local 951.
35.02 The parties agree to modify the existing gender neutral pay line to incorporate the comparison between the CUPE 917 male Service Worker II classification and Pay Band 3. The Service Worker II rate that will be used will be the rate that was in effect at midnight March 31, 1999.
35.03 The parties agree to the establishment of the Early Childhood Educator and Special Needs Educator at the equivalent of Pay Band 6 and the Early Childhood Educator Supervisor at Pay Band 8. These positions will continue to be separate from the Joint Job Evaluation Plan.
35.04 The parties agree to supplement the existing maintenance procedures for the Joint Job Evaluation Plan, as outlined in Article 27, to ensure pay equity is maintained.
(a) Any change to the Service Worker II rate will take into account total compensation (wages and benefits) as part of the pay equity maintenance plan.
(b) A bona fide reclassification of the Service Worker II classification under the CUPE 917 pay equity plan, will not trigger any impact on CUPE 951’s pay line.
(c) The maintenance plan review of comparisons with the Service Worker II classification may be conducted no earlier than the expiration of the 1999-2002 collective agreement and any subsequent changes to the pay line will not be retroactive.
(d) The relationship of the new pay line to trades positions is coincidental and will not form part of the ongoing maintenance plan.
(a) Computer Operators will be provided a market differential of the difference between Pay Band 6 and $2931 per month, or the difference between Pay Band 9 and $3277 per month as appropriate, effective from April 1, 1999.
(b) Further to 35.05 (a), all employees previously red circled in the 1997/99 collective agreement will receive the March 31, 1999 midnight wage increase of 1% and any future wage increase.
PAY EQUITY PLAN. 26.01 The parties agree as of the effective date of this Agreement, there are no female dominated job classes within the bargaining unit and therefore, there are no pay equity adjustments required. This statement is deemed to constitute the Pay Equity Plan for the bargaining unit covered by this Agreement.
PAY EQUITY PLAN. 35.01 Further to Article 27.01 and following the completion of the University of Victoria/CUPE 951 Pay Equity Plan in February 2000, the parties agree that pay equity is achieved for CUPE Local 951.
35.02 The parties agree to modify the existing gender neutral pay line to incorporate the comparison between the CUPE 917 male Service Worker II classification and Pay Band
PAY EQUITY PLAN. The Huron-Superior Catholic District School Board and the Canadian Union of Public Employees, Local 4148 (Clerical and Educational Assistants) have agreed that the Pay Equity Plan from the former Sault Ste. Xxxxx District R.
PAY EQUITY PLAN. The Board shall provide the Union with an annual pay equity plan for the bargaining unit by no later than April 30th, unless another date is mutually agreed upon.
PAY EQUITY PLAN. The parties agree to establish a joint committee to work on the development of a pay equity plan. This project will be completed during the term of this collective agreement and will be reflected in a Letter of Understanding.
PAY EQUITY PLAN. The Board shall maintain pay equity in accordance with the requirements of the Pay Equity Act RSO 1990, c.p. 7. Should any changes to the Pay Equity Plan be required, the costs incurred for the development of these changes shall be split equally by the parties.
PAY EQUITY PLAN. The parties to this Collective Agreement agree that as of January there are not female dominated job classes within the therefore there are not Pay Equity adjustments required. This statement is deemed to Pay Equity Plan for the parties to this Collective Agreement. The Employer and the Local Union in the Apprenticeship through the auspices of the Ministry of Education and Training. The agrees employ full complement of who are duly registered with the of Education and Training. One apprentice shall be permitted for the Journeyman employed by the Employes plus one
PAY EQUITY PLAN. The Pay Equity Plan is prepared in accordance with the Act to provide Pay Equity - and is for the Establishment known as Daimler Buses North America and CAW Local 1285. All the Job Descriptions were evaluated on the basis of their current job content for Skill, Effort, Responsibility and Working Conditions in accordance with Article 27 of the Collective Agreement and the Pay Equity Act. The Gender-Neutral Evaluation System used comprised the following factors:
1. Knowledge gain by formal education and previous training.
2. Knowledge gained by experience.
3. Complexity of decisions and ingenuity required.
4. Supervisor, training, management and advisory responsibilities.
5. Type of supervision received and limiting factors.
6. Consequence of error.
