– RATES AND CLASSIFICATION Sample Clauses

– RATES AND CLASSIFICATION. 28.01 Rates and classifications are attached hereto as Appendix “A” and shall form part of this Agreement.
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– RATES AND CLASSIFICATION. 29.01 Rates and classifications are attached hereto as Appendix “A” and shall form part of this Agreement. All full time and part time employees who possess a personal support worker certificate shall receive $150.00 per year payable the first pay period in January.
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– RATES AND CLASSIFICATION. Section 1. Wage rates and classifications covered by this Addendum shall be as follows: JOURNEYMAN AND APPRENTICE SHEET METAL WORKERS: All pattern layout, development and detail drawing, blueprint and plan take-off work, set-up of shear, brake and roll for forming material and supervision of Metal Trades Mechanics for assembly, tacking, welding, burning, cutting operating equipment (except for the power brake, power shear or power rolls where the Metal Trades Mechanics may only assist) shall be done by journeyman and/or apprentice sheet metal workers. METAL TRADES MECHANIC: Assembly, tacking, welding, burning, cutting, grinding, material handling, preparation for painting, painting, general shop labor, operate equipment and assist-only on power brake and power shear power rolls. Wages: 0-2000 Hours 40% of the journeyman taxable wage rate plus the Health Fund contribution, plus 40% of the Pension contributions of the final stage (60%) of the Metal Trades Mechanic Pension contribution. For those hired on and after May 1, 2007, the rate will be 45% and they will be subject to a 500-hour trial period during which no Health Fund contributions will be required. After 500 hours, Plan B Health Fund contributions will be made to Local 10 Benefit Fund. Pension contributions will be made to the Supplemental Pension Fund. Existing classified workers and metal trades mechanics hired before May 1, 2007, were offered the Plan B health Package during the first two-month period when the Plan B Health Plan became available. If they chose to remain in Plan A they will continue on Plan A and receive the sixty percent (60%) wage rate. Those that chose Plan B will continue on Plan B and receive the increased wage rates (45%, 55% and 65%). In addition to the Health Fund and Pension contributions, there would be the Local Industry Fund contribution and the SMOHI contribution. For Metal Trades Mechanics Hired Prior to May 1, 2007: 2001-4000 Hours 50% of the journeyman taxable wage rate plus Health Fund contribution plus 50% of the total Pension contribution of the final stage (60%) of the Metal Trades Mechanic Pension contribution. 4001-On Hours 60% of the taxable wage rate plus Health Benefit contribution plus $1.92/hour total Supplemental Pension contribution. For Metal Trades Mechanics Hired On or After May 1, 2007: 0-500 Hours 45% of journeyman taxable wage rate and no fringes except SMOHI and Industry Fund. 501-2000 Hours 45% of journeyman taxable wage rate and Plan B Single ...
Sample 1
– RATES AND CLASSIFICATION. SECTION 1: NEW CLASSIFICATION Rates for New Jobs When a new job is placed in a unit and cannot be properly placed in an existing classification, the employer will establish a classification and rate structure to apply. In the event the Union does not agree that the description and rate are proper, the Union shall have the right to submit the matter to the grievance procedure at the second step.
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Related to – RATES AND CLASSIFICATION

  • WAGE RATES AND CLASSIFICATIONS Classifications and the hourly wage rates applicable thereto are contained in the Appendices attached to and forming part of this Agreement.

  • WAGES AND CLASSIFICATIONS 14.01 Job classifications are set out in Schedule "A" of this Agreement. They shall not be changed or deleted, nor shall the jobs themselves be altered or amended without discussion with the Union.

  • COVERED CLASSIFICATIONS All employees shall be subject to post-Accident testing under this Agreement. All employees who perform Safety-Sensitive Functions, as defined in this Policy, shall be subject to reasonable suspicion testing.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • Job Classification When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union the matter may be referred to Arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Hospital may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • JOB CLASSIFICATIONS For the purpose of this Agreement the following classifications will be applicable:

  • New or Revised Classifications The Employer shall provide at least twenty-five (25) days' notice and will meet and confer with the Union over any new or revised classification specification, if requested by the Union. The Union may propose alternatives to the Employer proposed changes during the twenty-five day period. The Employer shall negotiate with the Union on other classification issues as required by State personnel law.

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