Pay Reviews. (i) Where the work of a position changes sufficiently to warrant a reclassification, the employee, or the Union, involved may request a review of the pay rate for such position in writing, including providing the full details, using the approved questionnaire, to support the request to the Employer’s Manager(s) of the operation. In a spirit of ensuring timely information is presented for pay review, the Employer shall review the details of the request and forward to the Human Resources Department and the Union for review by the Classification and Pay Review Committee within ninety (90) days of receipt. The Human Resources Department will advise the Joint Chairs of the Classification and Pay Review Committee of requests as received.
(ii) Where a new position is established by the Employer, the rate of pay for such new position shall be established by the Employer for a period of six (6) months. The employee(s) involved, or the Union, may request a review of this pay rate in writing and accordance with (i) above following the completion of this six (6) month period in writing.
(iii) In an effort to expedite pay review requests, the Employer, through the Human Resources Department, shall complete all pay reviews within the ninety (90) days of the employee’s request under section (i) and (ii) and will present its findings to the Union President and/or Vice-President. If the Union (President and/or Vice-President) and Employer agree with the pay review, it will be implemented in accordance with (vi) below. Should the parties not agree on the pay review, the request will be forwarded to the Classification and Pay Review Committee in (iv) below.
Pay Reviews. (i) Where the work of a position changes sufficiently to warrant a reclassification, the employee, or the Union, involved may request a review of the pay rate for such position in writing.
(ii) Where a new position is established by the Employer, the rate of pay for such new position shall be established by the Employer for a period of six
Pay Reviews. Where a position is changed by the Employer sufficiently to warrant a re- evaluation, or a new position is created by the Employer, the rate of pay for that new or revised position shall be established by the Employer for a period of six (6) months, and written notice to this effect shall be forwarded to the Union. After the six (6) month period, the Union may request an evaluation review of the pay rate so established. If no agreement is reached as a result of this review, the parties may resolve the matter through the grievance procedure, provided always, that if arbitration is required, the arbitrator shall have the power to adjust the wage rate accordingly.
Pay Reviews.
(a) Where the work of a regular position changes sufficiently to warrant a reclassification, the employee, or the Union, involved may request a review of the pay rate for such position in writing.
(b) Where a new regular position is established by the Employer, the rate of pay for such new position shall be established by the Employer for a period of six (6) months. The employee(s), or the Union involved, may request a review of this pay rate following the completion of this six (6) month period in writing.
(c) The Employer and the Union agree to establish a Joint Job Evaluation Committee for the purposes of completing requested pay reviews as follows:
(i) This committee shall consist of two (2) representatives from either the Employer or the Union. There shall be a minimum of two (2) Union representatives present at all meetings of the Committee.
(ii) The Committee shall complete requested pay reviews within ninety (90) calendar days of the employee’s or Union’s request under Article 23.02(a) or (b).
(iii) The Committee shall undertake any necessary research to assist in rating of the position. This may include interviewing the incumbent(s) and/or supervisor(s) and/or visits to the job site, if required.
(iv) The Committee shall meet to rate each sub-factor of the job under review using the agreed to Job Evaluation Plan, establish a new rating for the job and advise the incumbent(s) and/or supervisor of its decision. The rating of the job shall determine the pay grade for the job.
(v) Within twenty (20) working days from the date of the initial notification by the Committee, the incumbent(s)/Union or the Supervisor/Employer may submit a one-time appeal to the Committee on specific grounds.
(vi) In the event the Committee is unable to reach agreement on any matter relating to the interpretation, application, or administration of the Job Evaluation Program, the co-chairpersons of this Committee shall request within ten (10) working days, that each Party designate an advisor to meet with the Committee. The two (2) advisors shall meet with this Committee and attempt to assist in reaching a decision.
(vii) If a settlement is not reached through this procedure, the Union may, within ten (10) working days of the Employer’s response, refer the matter to arbitration, and the arbitration provisions of Article 11 (Grievance Procedure) shall apply with the necessary changes and as applicable.
(d) Pay reviews and arbitrations conducted pursuant to this Article shall...
Pay Reviews. (i) Where the work of a position changes sufficiently to warrant a reclassification, the employee, or the Union, involved may request a review of the pay rate for such position in writing, including providing the full details, using the approved questionnaire, to support the request to the Employer’s Manager(s) of the operation. In a spirit of ensuring timely information is presented for pay review, the Employer shall review the details of the request and forward to the Human Resources Department and the Union for review by the Classification and Pay Review Committee within ninety (90) days of receipt. The Human Resources Department will advise the Joint Chairs of the Classification and Pay Review Committee of requests as received.
(ii) Where a new position is established by the Employer, the rate of pay for such new position shall be established by the Employer for a period of six
Pay Reviews.
(i) Where the work of a position changes sufficiently to warrant a reclassification or when a new job within the bargaining unit is created, the rate of pay shall be reviewed and subject to negotiations between the Employer and the Union. If the parties are unable to agree on the reclassification and/or the rate of pay for the position in question the matter shall be referred to the grievance and arbitration process for resolution.
(ii) The new rate shall become retroactive to the date the request for review was first received. However, in the case of a new position, such rate shall be paid retroactively to the date the employee first assumed the position.
Pay Reviews. 4.1. Non-teaching staff
Pay Reviews. The pay settlement is negotiated locally on an annual basis, taking into account the company’s financial, order book and employment situation, as well as cost competitiveness in the market. Well in advance of the start of local negotiations, the employer shall provide the shop xxxxxxx with the necessary information on the financial, order book and employment situation of the company or workplace and their foreseeable development. It is also appropriate to provide information on the grounds for the proposal for a pay settlement as a basis for negotiations. The underlying idea behind a pay settlement is that pay increases should reflect Wapice’s financial performance. When Wapice’s business is doing well, its salary paying capacity is better which means higher pay rises. During economically weaker times, salaries can increase less to ensure the continuity of the company’s business. If a local agreement on a pay settlement has not been reached by 31 March, a party to the collective agreement may terminate this collective agreement with one month’s notice. The shop stewards have locally agreed with the employer on the pay settlement for 2023 in connection with the signing of this collective agreement. In 2023, salaries will be raised by a general pay increase of 3.50% as of 1 September 2023. In addition, a one-off payment of 12.50% will be made, calculated on the basis of the salary for February 2023. Future pay settlements will be negotiated locally each year. 10 One of Wapice’s values is Believing in people. This means, among other things, that we trust our employees’ ability to balance freedom and responsibility at work and to judge how, where and when it is best to work. Examples of this include our flexible hy- brid working model and our travel policy that takes into account the circumstances of the employer, the employee and the customer. However, work is done together, and jointly created rules make working smooth and flex- ible for everyone at the same time. For exam- ple, flexible working hours, a working time bank and different working time arrange- ments according to individual circumstances increase flexibility. As a responsible employ- er, we also comply with the law in our collec- tive tive agreement and internal guidelines.
Pay Reviews. Where the work of a regular full- time or regular part-time position changes sufficiently to warrant a reclassification, the employee involved may request a review of the pay rate for such position. Where a new regular full- time or regular part-time position is established by the Employer, the rate of pay for such new position shall be established by the Ernployer for a period of six (6) months. The involved may request a review of this pay rate following the completion of this six month period. The Employer shall complete the requested pay review within ninety (90) days of the employee's request under subsections or and present its findings to the Union. If the parties are unable to reach agreement as a result of such pay review, the matter may be resolved by Arbitration under this Agreement. Pay reviews and arbitrations conducted pursuant to this article shall be based primarily upon internal comparison to other positions contained i n this Collective Agreement. When a final rate of pay under this Article differs from that being paid at the time of the evaluation request, the difference shall be paid retroactively to the date the employee first requested the review.
Pay Reviews. Le Max Group may, at any time, elect to increase your Wage Rate, and any allowances or other benefits. Any such change will be confirmed in writing, and will take into account relevant factors including:
(a) Your performance and behaviour;
(b) Le Max Group's operational requirements;
(c) Prevailing market conditions both generally and relating to remuneration for your position; and
(d) Such other matters as may be outlined in Le Max Group's Policies.
