Promotion and Demotion. 5.1 It is the intent of the Employer to continue the practice of filling job vacancies by promoting qualified Employees already employed by the Employer.
5.2 Vacancies (as determined by the Employer to exist), which will last more than thirty (30) days shall be posted on the bulletin board at each headquarters for a period of five (5) workdays. The bulletin shall be dated and state the name of the headquarters and the vacancy that exists.
5.3 Any Employee who desires consideration must notify the HR Department in writing within ten (10) workdays of the date of posting. Bid forms will be provided by the HR Department to be filled out by the bidder.
Promotion and Demotion. The appointment of an employee (in accordance with Article 20, 30 or 31) to a different position constitutes:
(a) A promotion, where the maximum rate of pay applicable to the new position to which the employee is appointed exceeds the maximum rate of pay applicable to the position held by him immediately prior to that appointment
(b) A demotion where the maximum rate of pay applicable to the new position to which the employee is appointed is less than the maximum rate of pay applicable to the position held by him immediately prior to that appointment;
(c) Where an employee is promoted he shall move to the step of the pay band for the new position that will increase his rate of pay at least five percent (5%) or to the minimum for the new position, whichever is greater. In no case shall the eligible employee be paid an amount greater than the maximum of the new classification to which he is appointed.
(d) On demotion, if the employee’s current rate is below the maximum of the new pay band. The
Promotion and Demotion. (a) A Guild Member who is assigned for a period of four (4) or more consecutive hours, in accordance with the terms of this Agreement, to a higher-paying job classification than the classification for which the Guild Member was engaged on the Motion Picture shall receive the rate of remuneration and benefits for the higher classification for each day that the Guild Member performs such duties. In no case will the Guild Member hired on a daily basis receive less than the daily rate nor will the Guild Member hired on a weekly basis receive less than the prorated weekly rate for the higher classification for each day in which the Guild Member performs the duties of the higher classification for a minimum of four (4) hours. For clarity, a Guild Member will revert to their regular job classification the day following any upgrade unless notified to the contrary by the Producer or the Producer’s duly authorized representative.
(b) A Guild Member who is assigned, in accordance with the terms of this Agreement, to a lower-paying job classification than the classification for which the Guild Member was engaged on the Motion Picture shall receive the rate of remuneration and benefits for the higher classification in the Agreement shall continue to be paid the rate of remuneration and benefits of the Guild Member’s regular classification unless such reclassification is made at the request of the Guild Member.
Promotion and Demotion. A career can sometimes lead to a different position at the same level, sometimes to a position at a higher level (promotion) and sometimes to a position at a lower level (demotion). Appendix
1. The promotion increase amounts to 6% of the present gross monthly salary for every salary scale that the employee moves upwards. The new salary after allocation of the promotion increase at least equals the minimum of the new salary scale. The maximum of the new salary scale cannot be exceeded with the allocation of the promotion increase. The promotion increase also applies if the employee moves from a middle level to a senior position and moves up on General a higher salary scale grade. The promotion increase also applies if the employee moves from a preliminary scale to a full- fledged professional scale. Working at Aegon
2. If an employee starts performing a position at a lower level (demotion) then that employee will be immediately classified in the new salary scale. If the present salary of the employee is higher than the maximum of the new salary scale then the difference is converted into a personal supplement to the salary. The said demotion supplement Training and development is phased out in two years. If the demotion supplement amounts to € 600.00 gross per month or more then the supplement is phased out in three years. The flex budget is allocated to the supplement, the supplement is pensionable and is in case of redundancy included in the calculation of the personal budget (redundancy plan). The demotion supplement does not increase with general salary increases. Income Time and place
3. The demotion scheme does not apply if it is requested by the employee or if the adjustment to the employment contract is a result of long-term invalidity. In those situations, the employee will be classified in a lower pay scale immediately and a phase-out arrangement will not apply.
4. Arrangements that were stipulated with the employee about demotion prior to July 1, 2018, remain in full force and effect. See appendix 4.
Promotion and Demotion. A demotion is defined as a fundamental reduction in the duties and responsibilities of a titled player, or a change in the annual seating position such that a titled player is seated behind a non-titled player.
Promotion and Demotion. (1) If the Company hires an electrician, he may be discharged at any time in the first six (6) months of employment as a journeyman if he is not considered sufficiently qualified for advancement in his trade. Journeymen hired from outside the mill may be paid the 'A' journeyman rate or paid probationary rates equal to the fifth year, first or second half, apprentice rates. If hired at the first half fifth year probationary rate, they must be promoted to the second half fifth year rate after six (6) months and to the 'A' journeyman rate after one year.
(2) In any case where a journeyman has not been promoted to Class 'A', he will remain at a rate equal to either the fifth year, first or second half, apprentice rate, until the reason for his not having been promoted has been removed. An immediate review of the journeyman involved will be carried out to make sure that the reason is valid under the Electrician Promotion Plan.
(3) With the elimination of 'B' and 'C' journeymen rates and Helper rates, it is recognized that certain employees because of qualification and job duties will remain on negotiated rates.
(4) Where Electrician Helpers are employed, such helpers, if qualified, must be allowed to progress to journeyman level under the provisions of Section 3, Promotion and Demotion in the Tradesmen Promotion Plan covering the promotion of mechanics.
(5) An approved Industrial Electronics Course has been established to provide a higher level of training. The Order of Studies is as follows:
I. C.S.
Promotion and Demotion. 5.1 It is the intent of the Employer to continue the practice of filling job vacancies by promoting qualified employees from within.
5.2 Vacancies (as determined by the Employer to exist) which will last more than thirty (30) days shall be posted on the bulletin board at each headquarters for a period of five (5) workdays. The bulletin shall be dated and state the name of the headquarters and the vacancy that exists.
5.3 Any regular or probationary employee who desires consideration must notify the Department Head in writing within ten (10) workdays of the date of posting. Bid forms will be provided by the Employer to be filled out in triplicate by the bidder. (Amended 1/1/87)
5.4 Where qualified, available regular or probationary employees bid for a job opening and past performance and qualifications of bidders are relatively equal, the applicant with the greatest total length of continuous service, shall be awarded the job. (Amended 1/1/87)
(a) In the event a qualified regular or probationary employee does not bid for the posted vacancy within the allotted ten (10) days provided by 5.3 above for employee bids, the Employer will be then free to fill the vacancy from any available source. (Amended 1/1/87)
5.5 A temporary appointment to a vacancy shall, if practicable, be given to the regular or probationary employee who would be awarded the vacancy on a permanent basis. (Amended 1/1/87)
5.6 When it becomes necessary to lay off employees due to lack of work, the employees concerned shall be given as much notice as possible, but in no event less than ten (10) workdays except in cases of emergency beyond the control of the Employer. No notice of layoff is required where temporary employees are involved. Layoff for lack of work will be on the basis of qualifications to do the work available and seniority.
5.7 Nothing in this Article shall be construed to prevent the Employer from hiring new employees into any vacancy where in its judgment qualified employees are not available. Such judgment is subject to the grievance procedure.
5.8 The Company may expedite the filling of posted jobs by canvassing eligible employees whether they desire to be considered for such jobs during or prior to the above posting and notification periods. (Amended 1/1/90)
Promotion and Demotion. (1) Helpers who enter the maintenance departments after the signing of this agreement must have a Secondary School Graduation Diploma and pass a mechanical aptitude test.
(2) A helper will remain at the ‘C’ rate of pay for a period not exceeding six (6) months. During this period, his progress will be reviewed to determine if he can progress satisfactorily in the trade in which he is employed and if his progress is unsatisfactory he will be taken out of the maintenance department. If retained as a helper, he will be paid the ‘B’ rate of pay for the following eighteen (18) months.
(a) After serving for eighteen (18) months at the ‘B’ rate of pay, the mechanic helper will be paid the ‘A’ rate of pay during the remainder of the time he is employed as a mechanic helper.
(b) When a helper is directed to do the work of a journeyman on a temporary basis he will be paid the rate of the job on which the employee is substituting while doing such work.
(c) When promoting to Journeyman status, apprentices shall be promoted in the order of their selection to the apprenticeship plan.
(4) Effective the date on which the agreement on the Tradesmen Promotion Plan is signed the accumulation of service as helper may be built up through temporary employment as helper, counting all periods of temporary employment which are of not less than five (5) consecutive working days. Effective May 1, 1975, all service as a helper will be accumulated.
(5) A helper may become a journeyman by successful completion of the Apprenticeship training program.
(6) Upon promotion to the Painter classification, a Painter Helper will be paid the ‘A’ Painter rate. Painter Helpers will be paid the ‘B’ rate when spray painting.
(7) If the Company hires a journeyman mechanic, he may be discharged at any time in the first six (6) months of employment as a journeyman if he is not considered sufficiently qualified for advancement in his trade. Journeymen hired from outside the mill may be paid ‘A’ journeyman rate or paid probationary rates equal to the fifth year, first or second half, apprentice rates. If hired at the first half fifth year probationary rate, they must be promoted to the second half fifth year rate after six (6) months and to the ‘A’ journeyman rate after one year.
(8) In any case where a journeyman has not been promoted, for any reason, he will remain at a rate equal to either the fifth year, first or second half, apprentice rate, until the reason for his not having been promoted has been...
Promotion and Demotion. 5.1 It is the intent of the Employer to continue the practice of filling job vacancies by promoting qualified employees from within.
5.2 Vacancies (as determined by the Employer to exist) which will last more than thirty (30) calendar days shall be posted on the bulletin board at each headquarters for a period of five
Promotion and Demotion.
(a) Employees who are now filling or who are promoted to official or excepted positions shall retain their seniority rights and continue to accumulate seniority in the territory from which promoted provided such employees remain members in good standing with the union organization. Such payment of union dues will not constitute an obligation to retain membership in the organization, if the employee no longer wishes to do so, or to meet requirements that may be placed on employees not holding official or excepted positions.
(b) Names of employees covered by Section (a) of this rule will be shown on seniority rosters in the classifications in which they hold seniority. Such employees will be considered to be in compliance unless the general chairman gives proper notification. If an employee fails to remain in good standing, the general chairman shall notify the employee in writing, by certified mail, with a copy to the appropriate Engineering Superintendent and the Manager of Labor Relations, that seniority is in jeopardy. If the employee who is so notified does not tender money due within thirty days from the date of notification, said employee will forfeit all seniority and be removed from all rosters. This rule does not cover employees who transfer to positions covered by contracts with other labor organizations.
(c) An employee who voluntarily resigns from an official or excepted position may not displace any regularly assigned employee, but may accept any vacancy or new position or may perform such extra work as entitled to by seniority. Employees returning to the bargaining unit for reasons other than voluntary transfer may displace junior employees in any classification in accordance with the agreement. When an employee who occupies an official or excepted position is dismissed for cause, said employee automatically forfeits all seniority and right to return to positions covered by this agreement. This rule does not bar the union from filing a grievance to appeal the loss of such employee's seniority.
(d) Employees promoted to such positions will have 90 calendar days in which to comply with the provisions of this rule.
