Rate of Pay on Reclassification or Promotion. When an employee is promoted or reclassified to a higher paying position, he/she will receive the rate for the position.
Rate of Pay on Reclassification or Promotion. When an employee is promoted or reclassified to a higher paying position in the salary schedule, they will receive the rate of the new salary range which is the closest step at least eight per cent above their current rate, but not more than the top of the new salary range.
Rate of Pay on Reclassification or Promotion. When an employee is promoted or reclassified to a higher-paying position in the salary schedule, the employee will receive the rate for the position if a single salary, or, in the case of positions on a salary range, will receive the rate in the salary range which is the closest step to 8% above their previous rate, or the minimum of the new range, whichever is greater, but not more than the top of the new salary range. If an employee is promoted or reclassified to a higher-paying classification where the salary placement in the salary range is less than the salary they would have received if substituting in a classification between their current classification and the new position, then the salary placement will be equivalent to the higher rate. This will only apply to classifications in the same classification series or the classification series to which the employee is reclassified or promoted. An employee will not receive a salary greater than the maximum of the range of the classification to which the employee is promoted or reclassified. Future increments, if any, will be to the next higher step in the range of the classification to which the employee has been promoted or reclassified. The above does not apply to new classifications established pursuant to Clause 28.2.
Rate of Pay on Reclassification or Promotion. When an employee is promoted or reclassified to a higher paid classification in Appendix A, they will receive the wage rate established for the higher paying classification.
