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.
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. (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.
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. Pay settlement for 2023 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 Working hours and travel Although work is an important part of our daily life, there is much more to it. This is why Wapice employees have regular work- ing hours, and the idea is that they should be able to do their work within these hours. Wapice also wants to be a flexible employer and support work-life balance in line with our human resources plan. This is also re- flected positively in the results of our job satisfaction surveys. 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,...
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. 4.1. Non-teaching staff Non-teaching staff will have the reviews undertaken annually in accordance with the academic year (September to August). Notification of the outcome will be given by no later than 31 December each year. Any increment applicable will be backdated to 1 June each year. Once the top of a range has been reached there is no further scope for incremental progression. Cost of living awards are applied for those on non-teaching terms and conditions, and are not connected to performance, such awards are applied in accordance with national pay negotiations (once concluded) and backdated accordingly.
Pay Reviews. (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 Vice-President Chair. If the Union (President and Vice-President Chair) 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. 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:
Pay Reviews. Where the work of a. position changes sufficiently to reclassification, the employee, or the Union, involved may of the pay rate for such position in writing. Where a new position is established by the Employer, the rate such new be established by the Employer for a months, The involved, or the Union, may request this pay rate following the completion of this six (6) month In an effort pay review Ernployer, Human Resources Department, shall all pay reviews
