PAY GUIDELINES. 26.01 Points West Living Heritage House Inc. has a computerized payroll system. Paydays shall be every second Monday.
26.02 The Employer shall pay for hours worked in accordance with the hourly wages set forth in Schedule "A" attached hereto and forming part of this Agreement.
26.03 Subject to any of the other terms of this Collective Agreement providing for the withholding or delay in granting of an increment, an Employee's basic rate of pay shall be advanced to the next higher basic rate of pay following:
(a) in the case of a regular full-time Employee, one (1) year of service; or
(b) in the case of a regular part-time Employee and a casual Employee, Employees shall advance from their initial placement on the salary scale to the next step, if applicable, as set out in the Salaries Schedule upon completion of one thousand nine hundred and fifty (1,950) hours worked, and then shall receive further Pay Step advancements, if applicable, based upon completion of one thousand eight hundred and six point seven five (1806.75) hours worked at each subsequent Pay Step in the pay range. Once the number of hours worked in any position or combination of positions at Heritage House reaches one thousand nine hundred and fifty (1,950) or one thousand eight hundred and six point seven five (1806.75) as applicable, then the employee shall advance to the next step in the salary schedule for all positions worked.
26.04 When the Employer requires the Employee to substitute in a higher classified job covered by this Agreement, the Employee shall be paid, in addition to their regular salary, an amount equal to the difference between the start rate of their position and the start rate for the new position for the period worked. There shall be no reduction in wages for working a lower classification.
26.05 In the event of an overpayment or an underpayment of wages and/or entitlements, the Employer is authorized to make the necessary monetary adjustments:
(a) In the event of an overpayment, the Employer shall notify the Employee in writing that an overpayment has been made. Upon mutual agreement, the Parties shall agree to a repayment arrangement. In the event that the Parties are unable to agree to a repayment arrangement, the Employer shall recover the overpayment by deducting ten percent (10%) of the Employee’s gross earnings per pay period until the overpayment is recovered. This Clause shall be understood to include the Employee’s authorization to make the deduction from the...
PAY GUIDELINES. Upon approval of the employee's Short Term Disability application, payment under the Short Term Disability Plan will begin. • Employees who are approved for payment under Short Term Disability will be paid in accordance with the Plan from the eighth day of approved absence. • Payment under Short Term Disability for approved absences will be delayed when employees do not respond as needed to questions/follow-up from LOA Coordinator and/or Cigna. • Employees will be paid using any available paid time (sick pay, vacation, and optional holiday) for the first seven days of the leave and until their leave is approved. • If all paid time is exhausted prior to or during the Short Term Disability approval process, the employee will be unpaid until the Short Term Disability application is approved. • If the Short Term Disability application is subsequently approved, the payment under Short Term Disability will be retroactive to the eighth day of approved absence and the hours paid under other pay types (sick, vacation, optional holiday), with the exception of the first seven days of the leave, will be restored. • Retail Sales employees will receive targeted commission in addition to their base pay if absent seven consecutive days or more. The commissions differential will not go into effect until the new hire guarantee expires. • Medical certification will always be required before payment under the Short Term Disability Plan can be approved. • Pursuant to the terms of applicable law, FMLA, ADA, etc., additional information may be required at any time during the employee’s absence, or Windstream may require the employee submit to an examination at the Company’s expense, by a company-selected physician, to determine the employee’s condition for payment- eligibility purposes. This option may be invoked by Windstream either to start or to continue payment. The Long-Term Disability (LTD) plan, if applicable, contains a provision for a 180-day elimination period per disability except where specific collective bargaining agreement provisions provide otherwise. Short Term Disability is intended to protect the employee’s income during the LTD elimination period. In determining the elimination period, employees will be allowed up to 30 days of “temporary recovery” before a new LTD elimination period will begin.
PAY GUIDELINES. 36.01 The Employer shall pay Employees by direct deposit on a bi-weekly basis.
36.02 The Employer shall pay for hours worked in accordance with the hourly wages set forth in Schedule "A" attached hereto and forming part of this Agreement. The Basic Rates of Pay as set out in the Salaries Schedule shall be applicable to Employees covered by this Collective Agreement.
36.03 Subject to any of the other terms of this Collective Agreement providing for the withholding or delay in granting of an increment, an Employee's basic rate of pay will be advanced to the next higher basic rate of pay following:
(a) in the case of a regular full-time Employee, one (1) year of service; or
(b) in the case of a regular part-time Employee and a casual Employee, Employees shall advance from their initial placement on the salary scale to the next step, if applicable, as set out in the Salaries Schedule upon completion of two thousand and eighty (2,080) hours worked, and then shall receive further Pay Step advancements, if applicable, based upon completion of a further two thousand and eighty (2,080) hours worked at each subsequent Pay Step in the pay range.
PAY GUIDELINES. Monday - Thursday
