REASSIGNMENT PAY PROTECTION PLAN. 1 If, because of force surplus adjustments, employees are assigned to vacancies where the Standard Rate of pay of the new job is less than the current Standard Rate of the employee's regular job, the rate of pay will be reduced over a period of time based on the employee's length of service. The reductions in pay are effective at periods following reassignment as shown below and are based on the difference between the employee’s Adjusted Rate and the Standard Rate to which assigned in the new job title. 0-10 YEARS Weeks 1 thru 4 Weeks 5 thru 8 Weeks 9 thru 12 Weeks 13 & thereafter 10-15 YEARS No reduction 1/3 reduction 2/3 reduction Full reduction Weeks 1 thru 30 Weeks 31 thru 34 Weeks 35 thru 38 Weeks 39 & thereafter No reduction 1/3 reduction 2/3 reduction Full reduction 15+ YEARS Weeks 1 thru 56 Weeks 57 thru 60 Weeks 61 thru 64 Weeks 65 & thereafter No reduction 1/3 reduction 2/3 reduction Full reduction 2 No reduction in pay shall be applicable for an employee with fifteen (15) years or more of net credited service who is downgraded due to technological change for a period of thirty- six (36) months following the effective date of such downgrade. Thereafter the following schedule in reduction shall apply: Weeks 1 thru 4 No reduction Weeks 5 thru 8 1/3 reduction Weeks 9 thru 12 2/3 reduction Weeks 13 & thereafter Full reduction An employee with fifteen (15) years or more of net credited service on the effective date of a downgrade due to technological change during the term of the preceding Agreement between the parties and who suffered no reduction in pay during the term of such Agreement shall be treated in accordance with the foregoing thirty-six (36) month period and subsequent schedule of reduction as though both had been in effect on the effective date of his or her downgrade.
REASSIGNMENT PAY PROTECTION PLAN. An eligible employee (including an employee returning from a Surplus Leave of Absence) who, because of a force surplus adjustment, is assigned to a position where the rate of pay for the new position is less than the surplus employee’s former rate of pay in the Sur- plus Work Group will, upon reporting to the new position, receive a payout in accordance with the following table: (Effective January 1, 2010. For RPPP Payout provisions applicable prior to January 1, 2010, refer to Article XVII, Force Adjustment, of the 2004 Departmental Agreement. RPPP Payouts that began before Janu- ary 1, 2010 are not changed by the new table.) Weekly Difference < 10 10 < 15 15 < 25 25 + $ 0.50 $ 4.50 $ 80 $ 140 $ 630 $ 750 5.00 9.50 100 340 1,330 1,600 10.00 14.50 130 490 2,020 2,440 15.00 19.50 220 690 2,720 3,270 20.00 24.50 240 850 3,410 4,100 25.00 29.50 300 1,030 4,110 4,940 30.00 34.50 340 1,210 4,820 5,780 35.00 39.50 380 1,380 5,510 6,610 40.00 44.50 440 1,550 6,210 7,460 45.00 49.50 480 1,730 6,900 8,290 50.00 54.50 540 1,900 7,600 9,130 55.00 59.50 590 2,080 8,300 9,970 60.00 64.50 630 2,250 8,990 10,800 65.00 69.50 690 2,440 9,700 11,640 70.00 74.50 720 2,600 10,390 12,470 75.00 79.50 780 2,780 11,090 13,320 80.00 84.50 820 2,950 11,790 14,160 85.00 89.50 890 3,130 12,480 14,990 90.00 94.50 920 3,290 13,180 15,830 95.00 99.50 980 3,480 13,880 16,670 100.00 104.50 1,020 3,640 14,580 17,490 105.00 109.50 1,080 3,830 15,290 18,340 110.00 114.50 1,120 3,990 15,980 19,180 115.00 119.50 1,160 4,180 16,680 20,020 120.00 124.50 1,220 4,340 17,370 20,850 125.00 129.50 1,270 4,520 18,080 21,680 130.00 134.50 1,320 4,690 18,780 22,540 135.00 139.50 1,370 4,870 19,470 23,370 140.00 144.50 1,400 5,030 20,170 24,210 145.00 149.50 1,470 5,220 20,860 25,040 150.00 154.50 1,500 5,390 21,560 25,870 155.00 159.50 1,570 5,570 22,270 26,720 160.00 164.50 1,610 5,740 22,960 27,550 165.00 169.50 1,660 5,920 23,660 28,400 170.00 174.50 1,710 6,090 24,350 29,230 175.00 179.50 1,760 6,260 25,050 30,060 180.00 184.50 1,790 6,440 25,750 30,910 185.00 189.50 1,850 6,610 26,440 31,740 190.00 194.50 1,900 6,780 27,150 32,580 195.00 199.50 1,960 6,970 27,840 33,410 Weekly Difference < 10 10 < 15 15 < 25 25 + 200.00 204.50 2,000 7,130 28,540 34,250 205.00 209.50 2,060 7,320 29,240 35,100 210.00 214.50 2,100 7,480 29,930 35,930 215.00 219.50 2,140 7,670 30,630 36,770 220.00 224.50 2,190 7,830 31,330 37,610 225.00+ 2,250 8,010 32,030 38,430 Note 1: In those cases where the total payout the employ...
REASSIGNMENT PAY PROTECTION PLAN. 1 Employees who are assigned by the Company to vacancies in accordance with Article 16 to a title that is a downgrade and where the Standard Rate of pay of the new job title is less than the Standard Rate of pay of the former job title will receive a one time lump sum payment.
REASSIGNMENT PAY PROTECTION PLAN. 33.01 If, because of force surplus adjustments, employees are assigned to jobs where the rate of pay of the new job is less than the current rate of the employee’s regular job, the rate of pay will be reduced over a period of time based on the employee’s length of service. The reductions in pay are effective at periods following reassignment as shown below and are based on the difference in rates for the old and new job.
REASSIGNMENT PAY PROTECTION PLAN. An eligible employee (including an employee returning from a Surplus Leave of Absence) who, because of a force surplus adjustment, is assigned to a position where the rate of pay for the new position is less than the surplus employee’s former rate of pay in the Sur- plus Work Group will, upon reporting to the new position, receive a payout in accordance with the following table: (Effective January 1, 2015. For RPPP Payout provisions applicable prior to January 1, 2015, refer to Article XVII, Force Adjustment, of the 2009 Departmental Agreement. RPPP Payouts that began before Janu- ary 1, 2015 are not changed by the new table.)
REASSIGNMENT PAY PROTECTION PLAN. An eligible employee (including an employee returning from a Surplus Leave of Absence) who, because of a force surplus adjustment, is assigned to a position where the rate of pay for the new position is less than the surplus employee’s former rate of pay in the Sur- plus Work Group will, upon reporting to the new position, receive a payout in accordance with the following table:
REASSIGNMENT PAY PROTECTION PLAN. 1 If, because of force surplus adjustments, employees are assigned to vacancies where the Standard Rate of pay of the new job is less than the current Standard Rate of the employee’s regular job, the rate of pay will be reduced over a period of time based on the employee’s length of net credited service. The reductions in pay are effective at periods following reassignment as shown below and are based on the difference between the employee’s Adjusted Rate and the Standard Rate to which s/he was assigned in the new job. 0-10 YEARS 15+ YEARS 2 No reduction in pay shall be applicable for an employee with fifteen (15) years or more of net credited service who is downgraded due to technological change for a period of thirty- six (36) months following the effective date of such downgrade. Thereafter the following schedule in reduction shall apply:
REASSIGNMENT PAY PROTECTION PLAN. 1 If, because of force surplus adjustments, employees are assigned to vacancies where the Standard Rate of pay of the new job is less than the current Standard Rate of the employee's regular job, the rate of pay will be reduced over a period of time based on the employee's length of net credited service. The reductions in pay are effective at periods following reassignment as shown below and are based on the difference between the employee’s Adjusted Rate and the Standard Rate to which s/he was assigned in the new job. 2 No reduction in pay shall be applicable for an employee with fifteen (15) years or more of net credited service who is downgraded due to technological change for a period of thirty- six (36) months following the effective date of such downgrade. Thereafter the following schedule in reduction shall apply:
REASSIGNMENT PAY PROTECTION PLAN. 24.01 If, because of force surplus adjustments, employees are assigned to vacancies where the rate of pay of the new job is less than the current rate of the employee’s regular job, the rate of pay will be reduced over a
REASSIGNMENT PAY PROTECTION PLAN. If employees hired or rehired on or after the effective date of this Agreement are as- signed, because of workforce adjustments, to vacancies where the rate of pay of the new job is less than the current rate of pay of the employee’s regular job title, such employees will receive a Reassignment Pay Protection Plan lump sum payment in ac- cordance with the following table: 225.00+ 2,080 7,420 29,680 35,620 In those cases where the total lump sum payment the employee is to receive exceeds Five Thousand Dollars ($5,000), an initial lump sum payment of Five Thousand Dollars ($5,000) shall be made after the employee reports to the new position. Subsequent lump sum payments of Five Thousand Dollars ($5,000) (or a portion thereof) shall con- tinue to be made at six (6) month intervals until the total amount is paid to the employee, provided the following conditions are met: · The employee has a valid Surplus Transfer Request on file for transfer to a position lateral to their former title; · The employee has not rejected a job offer for a position lateral to their former title; and · The employee has not returned to a position lateral to their former title Any former surplus employee eligible for payment under the Reassignment Pay Protec- tion Plan shall receive priority consideration after regular surplus employees for such vacancies identified on the employee’s Surplus Transfer Request for the period of time he/she is covered by the Reassignment Pay Protection Plan.
