PROMOTION PAY Sample Clauses

PROMOTION PAY. A Police Officer, when promoted to the classification of Sergeant, shall be paid at the rate of at least four percent (4%) above his present rate of pay or at the next higher step in the P03 pay range above his present rate of pay, whichever is greater. Annually thereafter the employee is eligible to advance to the next step in the merit pay scale until he advances to step "H". Employees who have advanced to step "H" shall have no further advancement.
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PROMOTION PAYUpon promotion to a classification having a higher pay range the employee shall receive an increase in pay equal to one (1) step in the salary range or the first step of the newly assigned range whichever is greater.
PROMOTION PAY. An Emergency Communication Operator II who is promoted to an Emergency Communication Supervisor I position shall receive the pay rate of the Emergency Communication Supervisor classification at the same step paid the Emergency Communication Operator prior to the promotion commencing the first full pay period following the promotion.
PROMOTION PAYAn employee who is promoted from one job classification to a higher level job classification shall be moved to the step of the new job classification on the wage schedule that represents a minimum five percent (5%) increase in the employee’s base pay. The effective date of the promotion shall become the employee’s anniversary date for purposes of step advancement on the wage schedule.
PROMOTION PAYAn employee who is promoted into a position with a higher wage structure shall be assigned to the target rate for the position, as outlined in Addendum C.
PROMOTION PAY. A Police Officer, when promoted to the classification of Sergeant, shall be paid at the rate of at least four percent (4%) above his present rate of pay or at the next higher step in the P03 pay range above his present rate of pay, whichever is greater. Annually thereafter the employee is eligible to advance to the next step in the merit pay scale until he advances to step "H". Employees who have advanced to step "H" shall have no further advancement. A promotion of any regular employee shall start a promotion probationary period of six (6) months in the higher classification. Prior to completion of the promotion probationary period, a performance appraisal shall be completed on the promoted employee. If an employee fails to successfully complete the promotion probationary period, the employee shall retreat to his former classification and rate of pay. The date of the retreat shall be used to establish a new eligibility date, which shall be one (1) year from the date of the retreat.
PROMOTION PAY. During the six (6) month probationary period in the new job title, the employee shall receive the appropriate wages in the new wage group.
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PROMOTION PAY. Upon promoting job classifications, bargaining unit personnel shall be given a minimum credit of 1 Step upon promotion to a new position. Employees with more than two completed years of service shall receive half-credit for completed years of service to a maximum of eight (8) years of service.
PROMOTION PAY. 163 Employee who are promoted to a new position will have 5% added to their current hourly rate 164 and then go to the next higher step in the new pay grade. These employees will serve a 12- 165 month probationary period with no step increase at the end of the 12 months, but are eligible 166 for a step movement at fiscal year if they are still in their probationary period.

Related to PROMOTION PAY

  • Separation Pay (a) A core employee shall be entitled to separation pay as set out in subsection “c” provided they have not been excluded by subsection “b” and provided they meet any of the following eligibility provisions: (i) if they are terminated for a reason other than set out in subsection “b”. (ii) if they are laid off and on any date during their layoff the hours scheduled for them during the previous twelve (12) consecutive months were less than fifty (50%) percent of normal full-time hours provided they are not eligible for any Company or Government pension or for benefits under the Company’s insured Weekly Indemnity or Long Term Disability Plans; (iii) in special cases where a laid off employee appear to have little prospect of recall to regular work within a period of six months they may request immediate termination and separation pay, and with the concurrence of the Company and the Union this may be granted notwithstanding the eligibility clause in (ii) above; (iv) if they are ultimately designated for indefinite layoff as a result of a major technological change as provided in Section 10.10. An employee eligible for a separation payment hereunder must apply for it not later than six months after they first become eligible therefore, otherwise their right to such payment shall be cancelled. Notwithstanding the above if the Company permanently discontinues an operation, an employee laid off as a result thereof must apply for and shall receive any separation pay to which they are entitled without waiting the six month period. Operation will be interpreted as meaning: 1. plant, branch or warehouse 2. department or part department in which ten (10) or more employees are permanently laid off. (b) Notwithstanding subsection “a”, an employee shall be excluded from separation pay eligibility if: (i) They quit; (ii) They are terminated for just cause; (iii) They are terminated under Section 5.03 (loss of seniority provision) of this Collective Agreement. (iv) They have been terminated because of specific direction or decree from any Government authority which has the effect of curtailing any of the Company’s operations; unless (1) the direction or decree is the result of an illegal act committed by the Company or one of its representatives, or (2) the direction or decree purports to change the method of beer retailing within the Province; (v) They have been laid off because of any act of war or the hostile act of any foreign power or by any act of sabotage or insurrection or by any act of God; (vi) They are laid off and have arranged with the Company to take leave of absence without pay for a specific period in lieu of their layoff; (vii) They are in receipt of income replacement benefits under the Weekly Indemnity or Long Term Disability Plans or the Workers Compensation Act; (viii) the employee is entitled to receive full pension under the Company or Government Pension Plan. At no time will the number of weeks of separation pay exceed the number of weeks to an employee’s normal retirement date (NRD as of June 1st, 2014 age 65) and/or the date the employee has announced as their retirement date. (c) The amount of the separation payment of an eligible employee shall be equal to: (i) one week’s base earnings (computed on the basis of their hourly rate in effect as of time of layoff) multiplied by the number of their completed years of seniority (as used for vacation entitlement) as of the last day they actively worked in the Bargaining Unit, plus (ii) for employees classified as probationary or core employees prior to July 22, 1988, an additional three hundred and seventy-five ($375.00) dollars multiplied by their completed years of seniority used in (i) above to a maximum of 15 years. However, such eligible employee who applies for separation pay at the time they first becomes eligible therefore shall have their separation pay under this part (ii) calculated as seven hundred and fifty ($750.00) dollars multiplied by their completed years of seniority used in (i) above to a maximum of 15 years. If there is a permanent closure of the complete operations of B.D.L. the 15 year maximum is replaced with a 22 year maximum. (d) If an employee applies for and accepts a separation payment hereunder, their employment is terminated and their seniority and other rights under the Collective Bargaining Agreement are cancelled.

  • Vacation Pay Paid Union leaves. All other payments, premiums, allowances etc. are excluded.

  • Short-Term Incentive Compensation In addition to the foregoing Base Salary, the Executive shall be eligible during the Term to receive cash short-term incentive compensation, determined and payable in the discretion of the Compensation Committee of the Board. At least annually, the Compensation Committee shall consider awarding short-term incentive compensation to the Executive.

  • Termination Pay Effective upon the termination of this Agreement, the Employer will be obligated to pay the Executive (or, in the event of his death, his designated beneficiary as defined below) only such compensation as is provided in this Section 6.5, and in lieu of all other amounts and in settlement and complete release of all claims the Executive may have against the Employer. For purposes of this Section 6.5, the Executive's designated beneficiary will be such individual beneficiary or trust, located at such address, as the Executive may designate by notice to the Employer from time to time or, if the Executive fails to give notice to the Employer of such a beneficiary, the Executive's estate. Notwithstanding the preceding sentence, the Employer will have no duty, in any circumstances, to attempt to open an estate on behalf of the Executive, to determine whether any beneficiary designated by the Executive is alive or to ascertain the address of any such beneficiary, to determine the existence of any trust, to determine whether any person or entity purporting to act as the Executive's personal representative (or the trustee of a trust established by the Executive) is duly authorized to act in that capacity, or to locate or attempt to locate any beneficiary, personal representative, or trustee.

  • Part-time Vacation Pay If the Employer currently has the computer systems’ capability to implement bi- weekly vacation pay, they shall do so by the start of the next vacation year or earlier. Those Employers with no computer capability will endeavour to implement bi- weekly vacation pay if there is no significant administrative burden, by the start of the next vacation year or earlier. If the Employer does not so implement, it will provide reasons in writing to the Union. Where possible without extensive programming changes, the amount of vacation pay will be separately identified on the pay stub.

  • VACATIONS AND VACATION PAY 9.01 All employees who are covered under this Agreement shall receive vacation pay as a percent of the employee's total earnings exclusive of the Employer's contribution to the Union's Pension, Health Benefit Plan, Education and Assistance Fund and Industry Fund. Income tax shall be deducted weekly from the employee's earnings increased by the amount of vacation pay. a. Employees shall, upon hire, receive ten percent (10%) vacation pay, and up to three weeks of vacation. b. Employees with ten or more years of service with the Employer shall receive twelve percent (12%) vacation pay, and up to four weeks of vacation. 9.02 Vacation periods shall be arranged by mutual agreement between the Employer and each employee. Employees shall be granted their vacation periods as requested insofar as it is practical and in accordance with seniority, unless the Employer decides to grant all vacations at one time, in which case the Employer shall give the employees at least six (6) weeks advance notice. 9.03 The Employer agrees to remit the Vacation Pay of each employee as agreed upon in 9.01 of this Agreement and in accordance with the regulation set by the Employment Standards Branch, Ministry of Labour, monthly before, but not later than the fifteenth of the following month to the Union using a separate cheque marked "Vacation Pay", accompanied by a list on which all deductions and contributions as mentioned in 6.01, 13.02, 14.02a, 14.02b, 18.01, 19.01 and Schedule "A" are recorded. 9.04 In accordance with the agreement with the Employment Standards Branch, Ministry of Labour, the Board of Trustees of the Union's Vacation Pay Trust Fund, is obligated to take any steps which may be available to them either in law or in equity or in bankruptcy as may be necessary or desirable to effect collection from delinquent Employers. All costs incurred in the collection of said payment will be charged to such defaulting Employer. 9.05 The Employer agrees to give the auditor of the Union's Trust Fund the privilege to examine the Employer's records concerning hours and monies forwarded to the Union, if and when the auditor so desires. Any date for such an examination will be pre-arranged in writing between the auditor, the Employer and the Union.

  • Short Term Leaves Short Term Leaves are designed to allow Teachers who have to apply for short term personal leaves of absence not otherwise covered by this Collective Agreement.

  • Short Term Leave Members who are LTD trustees and Union stewards or designates may apply in writing to the Employer for short term leaves of absence for; attendance at union conventions, union courses, and union committees. The employee will give reasonable notice, which will be at least seven (7) days. The Employer will make every reasonable effort to accommodate such leave, and shall grant it subject to the ability to maintain the operational needs of the department. With the exception of members of the Union's executive, the employer is not required to grant more than twenty (20) days LOA per calendar year under this provision.

  • Travel Pay Any employee required by the Employer to travel to a place of work other than his/her regular official duty station shall be reimbursed for travel costs, if eligible, in accordance with University policy.

  • Education Leave Without Pay The Employer recognizes the usefulness of education leave. Upon written application by the employee and with the approval of the Employer, an employee may be granted education leave without pay for varying periods of up to one (1) year, which can be renewed by mutual agreement, to attend a recognized institution for studies in some field of education in which preparation is needed to fill the employee’s present role more adequately or to undertake studies in some field in order to provide a service which the Employer requires or is planning to provide.

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