Pay Protection Arrangements Sample Clauses
The Pay Protection Arrangements clause establishes measures to ensure that employees' wages are safeguarded under specific circumstances, such as organizational changes, role reassignments, or reductions in hours. Typically, this clause outlines the conditions under which an employee's current rate of pay will be maintained for a defined period, even if their new position or duties would normally warrant a lower salary. Its core practical function is to provide financial stability for employees during transitions, thereby reducing the risk of sudden income loss and supporting workforce morale during periods of change.
Pay Protection Arrangements. Staff whose salary is reduced as a result of job evaluation will be entitled to pay protection in accordance with the policy set out at Appendix 3. The pay protection arrangements (i.e. year 1 protection) will commence on 1 November 2005 (the date of notification) for all staff whose salary is reduced.
Pay Protection Arrangements. Pay protection arrangements cover staff who suffer a reduction in pay as a result of the implementation of the Single Status agreement. Staff whose pay decreases following their job being evaluated under the GLPC scheme will have their salaries protected at their previous spinal column point for a period of 2 years from 1 April 2007. However, there will be a minimum period of 1 year between an employee being informed that their job has been evaluated at a lower grade and their period of pay protection ending.
Pay Protection Arrangements. The Council will apply personal protection arrangements that are equitable and non discriminatory as detailed below: • The protected element of pay will be the difference between the employee’s previous contractual pay and their new contractual pay. • With effect from the implementation of their new contractual pay, the protected element will be paid at 100% of the difference for 12 months, then reduce to 66.6% of the difference for a further 12 months and finally to 33.3% of the difference for a further and final 12 months. • Where the implementation of their new contractual pay falls within 3 months of the date when the employee would have otherwise progressed by a spinal column point within their grade; the employee will be entitled to progress as if still in the post and have the protected element of their pay adjusted accordingly. The protection arrangements described above will also apply in situations involving restructuring or reorganisation of work e.g. redeployment to a lower paid post to avoid a potential redundancy or re-grading to a lower grade as a result of job evaluation. Note - Protection arrangements will only apply where an employee accepts a post where the difference between the employee’s previous contractual pay and their new contractual pay is 20% or less of their previous contractual pay.
Pay Protection Arrangements. 14.1 The following protection arrangements shall apply to any employee whose contractual salary (including grade and allowances) decreases as a result of the job re-evaluation exercise or other terms in this agreement. The effective date for the application of any protection arrangements will be the date of implementation of Single Status in Bexley.
14.2 Pay protection will be payable through the payment of a fixed “Personally Protected Sum” based on the difference between the contractual salary (including grade and allowances or other payments) payable prior to the implementation of this agreement and the highest spine point of the new job evaluated grade.
14.3 The “Personally Protected Sum” will be recalculated and reduced by the level of any increases in pay levels arising from the future implementation of any of the following: • National Joint Council pay settlements from April 2009 onwards; and/or • Any other agreements between the Council, the recognised trade unions or individual employees that might arise from time to time.
14.4 The pay protection set out in clauses 14.1. to 14.3 above will automatically cease, or in the case of temporary arrangements be suspended, where: • The employee is appointed to another job within the Council at a higher grade (including secondments, acting up or honoraria arrangements); • The post is re-evaluated to a higher grade; or • The employee is redeployed to a higher grade and this results in the payment of a salary in excess of the contractual salary (including grade and allowances) payable prior to the implementation of this agreement.
Pay Protection Arrangements. 13.1 The protection of earnings period for employees redeployed into lower graded posts is 1 year.
13.2 The protection of excess home to work mileage when an employee’s work base changes compulsorily is 1 year.
13.3 The protection for car parking charges where a work base move has required a move from a base where there was free parking to one where there is only access to charged parking, reasonable car parking charges at the new work base, agreed with line manager, will be claimable for 1 year from the date work commenced at the new work base.
Pay Protection Arrangements. 13.1 The protection of earnings period for employees redeployed into lower graded posts is 1 year. Payment for schools based staff is at the discretion of the school.
13.2 The protection of excess home to work mileage when an employee’s work base changes compulsorily is 1 year.
13.3 The protection for car parking charges where a work base move has required a move from a base where there was free parking to one where there is only access to charged parking, reasonable car parking charges at the new work base, agreed with line manager, will be claimable for 1 year from the date work commenced at the new work base.