Pay Protection. No employee shall be required to take a lesser rate of pay when assigned at the Company’s request to temporarily perform the duties of another employee or position. The foregoing shall not be construed as applying to demotion for just cause.
Pay Protection and will be relieved from further obligation on the days of the flights cancelled from the Flight Attendant’s line of time.
Pay Protection. No employee covered by this agreement shall have their wages reduced due to position classification.
Pay Protection. 4.1 The Council recognises the impact that a revised pay structure will have on those employees who face a reduction in salary and has sought to minimise the number of employees who find themselves in that position. However, for those who do face a reduction, we have identified a range of measures to support staff, including pay protection. Pay protection ensures employees do not have a sudden drop in their take home pay and allows employees time to make plans.
4.2 It is proposed that the following protection will apply from the date of implementation.
4.3 If the employee’s current salary is above the maximum salary for the new grade, their salary will be protected on a sliding scale for 3 years. This means that from the date of implementation they will receive protection as follows:
1 April 2010 to 31 March 2011 = 100% protection and their salary will not change.
1 April 2011 to 31 March 2012 = 50% of the difference between the old and new salary. 1 April 2012 to 31 March 2013 = 25% of the difference between the old and new salary.
4.4 After this period of protection the salary will be that of the new grade maximum.
Pay Protection. 10.1 Where an employee is redeployed into a suitable alternative role, on a lower grade, as a result of the transition to the LCO, the relevant pay protection policy of their employing organisation will apply.
Pay Protection. A scheme of protection of earnings will apply to existing employees adversely affected by the agreement in Section 2 of this document. The scheme is attached as an Appendix and forms an integral part of this agreement.
Pay Protection. Where an employee would suffer an overall reduction in earnings* as a result of applying the provisions referred to in Section Two of this agreement, the scheme of protection of earnings as previously set out in the 15th September 1999 agreement concerning the implementation of the standard 37 hour working week will apply to protect pay on a personal basis with the substitution of 36 hours for 37 hours. * Earnings are defined as all contractual and other regular payments to which the employee is accustomed but excluding payments arising from additional ad hoc voluntary, incidental or casual hours and/or working arrangements.
Pay Protection. (a) The Employer must ensure that the Rates of Pay under Table 1A & Table 1B of Schedule A of this Agreement (other than for employees classified as Conditionally Accredited Teacher Level 1) at all times exceed equivalent rates of pay payable to NSW Government employees under the Crown Employees (Teachers in Schools and Related Employees) Salaries and Conditions Award 2022 or any successor instrument by a margin of at least 1.5%.
(b) The Employer will also, during the term of this Agreement, match any one- off payments paid to NSW Government employees in Sydney or the Central Coast, performing equivalent work to that performed under this Agreement.
(c) For the purpose of this subclause, ‘Rates of Pay’ means salary and related payments which are set out in the Pay Schedules to this Agreement and derived from Part 6 of this Agreement, other than Allowance payments found in Table 1E and Table 2G (Travel and Meal Allowances only).
(d) The same percentage increase to Rates of Pay occurring under subclause 3.4
(a) to Table 1A and Table 1B will also be applied to Rates of Pay in Table 1C and to Table 2A,2B,2C,2D,2E,2F,2G (Other Allowances only) and in relation to employees classified as conditionally accredited Teacher Level 1. For the avoidance of doubt this means a 1% increase in Rates of Pay under subclause 3.4
Pay Protection. The arrangements described below supersede the Council’s existing policy on pay protection for the purpose of implementing the new pay structure and protecting the basic pay of all ‘Red’ category employees. All relevant employees are subject to these arrangements on implementation of this new pay structure including those who have pay protection under the Council’s present policy. The pay protection arrangements are as follows:
Pay Protection. The pay and grading review process may create different impacts on different occupational groups. In a limited number of cases downgrading may result from the removal of any anomalies found in the pay and grading system, where previous pay rates are above the revised rate for the job. In such cases pay protection may be in consideration. If so, legal advice should be taken on its use.
