Salary Policy on Recalls and Demotions Sample Clauses

Salary Policy on Recalls and Demotions a) Employees recalled to their former position or to a position having the same salary range shall receive the current rate for the step in the salary range which they held at the time of layoff. b) Employees recalled who accept a position in a salary range which is lower than for their former position, shall be paid at a step in the salary range commensurate with their service at layoff. c) An employee who transfers to a position in a lower salary range for reasons ascribable to the employee shall be paid a salary in accordance with paragraph (b) above.
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Salary Policy on Recalls and Demotions. ‌ Salary policy on recalls and demotions for full-time employees shall be as set out in (a) through (c) following: (a) employees recalled to their former position or to a position having the same salary range shall receive the current rate for the step in the salary range which they held at the time of layoff; (b) employees recalled who accept a position in a salary range which is lower than for their former position, shall be paid at a step in the salary range commensurate with their service in their previous classifications at the time of layoff; (c) an employee who accepts a position at a lower salary range shall be paid at the lower salary range in accordance with paragraph (b) above.
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Salary Policy on Recalls and Demotions. ‌ (a) Employees recalled to their former position or to a position having the same salary shall receive the same salary which they held at the time of layoff. (b) Employees recalled who accepts a position with a salary lower than their former position shall be paid at the salary of the position they accept.
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Salary Policy on Recalls and Demotions. (a) Employees recalled to their former position or to a position having the same salary range shall receive the current rate for the step in the salary range which they held at the time of lay-off. (b) Employees recalled to a position in a salary range which is lower than for their former position, shall be paid their former salary if it is not higher than the maximum rate for the position to which they are recalled. If the former salary is higher, they shall be paid the maximum rate for the lower position. (c) The foregoing salary policy shall also apply in the case of demotions due to lay- offs and other circumstances.
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Salary Policy on Recalls and Demotions. (a) Employees recalled to their former position or to a position having the same salary range shall receive the current rate for the step in the salary range which they held at the time of layoff. (b) Employees recalled to a position in a salary range which is lower than their former position, shall be paid their former salary if it is not higher than the maximum rate for the position to which they are recalled. If the former salary is higher, they shall be paid the maximum rate for the lower position. (c) The foregoing salary policy shall also apply in the case of demotions due to layoffs. (d) If a position is changed and evaluated to a lower group or an employee moves to a lower position at the Employer's option due to the former position becoming redundant, she/he will retain the salary in effect in his/her former grade. This salary will remain in effect until such time as it falls below the maximum rate for the new position.
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Salary Policy on Recalls and Demotions. Employees recalled to their former position or to a position having the same salary classification shall receive the current rate for the step wage scale which they held at the time of layoff.
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Related to Salary Policy on Recalls and Demotions

  • Benefits on Layoff In the event of a lay-off of a full-time employee the Hospital shall pay its share of insured benefits premium up to three (3) months from the end of the month in which the lay-off occurs or until the laid off employee is employed elsewhere, whichever occurs first.

  • Benefits While on Leave An employee will continue to receive her/his salary and benefits while on paid leave under this Article. An employee on unpaid leave may arrange to pay the costs required to maintain benefit coverage in accordance with the local provisions of the collective agreement.

  • Compensation Recovery Policy Executive acknowledges and agrees that, to the extent the Company adopts any claw-back or similar policy pursuant to the Xxxx-Xxxxx Xxxx Street Reform and Consumer Protection Act or otherwise, and any rules and regulations promulgated thereunder, he or she shall take all action necessary or appropriate to comply with such policy (including, without limitation, entering into any further agreements, amendments or policies necessary or appropriate to implement and/or enforce such policy with respect to past, present and future compensation, as appropriate).

  • Standard Company Benefits Executive shall be entitled to participate in all employee benefit programs for which Executive is eligible under the terms and conditions of the benefit plans that may be in effect from time to time and provided by the Company to its employees. The Company reserves the right to cancel or change the benefit plans or programs it offers to its employees at any time.

  • NON-SMOKING POLICY CONTRACTOR shall establish a written non-smoking policy 11 shall specify that the facility is “smoke free” and that designated smoking areas are outside the visiting 12 areas at the facility.

  • Compliance with Consensus Policies and Temporary Policies Registry Operator shall comply with and implement all Consensus Policies and Temporary Policies found at <xxxx://xxx.xxxxx.xxx/general/consensus-­‐policies.htm>, as of the Effective Date and as may in the future be developed and adopted in accordance with the ICANN Bylaws, provided such future Consensus Polices and Temporary Policies are adopted in accordance with the procedure and relate to those topics and subject to those limitations set forth in Specification 1 attached hereto (“Specification 1”).

  • Harassment Policy The Employer agrees to provide and promote a harassment free working environment. It is understood and agreed, that the exercising of normal Management rights shall not be considered as job harassment.

  • Employee Entitlements while on Worker’s Compensation If an Employee is absent from work and is in receipt of worker’s compensation, the Employee’s contract of employment shall remain intact during the period of absence, the Employer shall continue to make contributions on behalf of the Employee to all the Employee Entitlement Funds as outlined in clauses 20 to 23 (inclusive) of this Agreement. The Employee shall also continue to accrue all appropriate leave entitlements for the entire period for which worker’s compensation is in receipt.

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

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