SPECIAL WAGE PROVISIONS. Section 4.1. If a laborer is placed on a mechanic’s job, he shall receive the prevailing scale of wages for that type of work, if he is capable of doing the work. Permission shall be obtained from the respective Union before this procedure is carried out.
Section 4.2. If said Laborer is placed on a higher rate job for a period of time of four (4) hours or less, he shall receive the higher rate of wages for four (4) hours.
Section 4.3. If said Laborer is placed on a higher rate job for a period of time of more than four (4) hours, he shall receive the higher rate of wages for the balance of the day.
SPECIAL WAGE PROVISIONS. In addition to the full-time bargaining unit employees currently receiving the fifty dollar ($50) bi-weekly pay supplement, employees in the following classifications will also be eligible for the supplement effective the beginning of the first pay period following final ratification: Community House Physician, Social Worker 1, Social Worker 2, Clinical Social Worker, Licensed Clinical Social Worker, Licensed Mental Health Counselor, Medical Technologist 1, Medical Technologist 2, Dietician 1, Dietician 2, and Medical Record Practitioner.
SPECIAL WAGE PROVISIONS. Back Pay An employee shall be entitled to recover, as soon as possible, without penalty to the County, funds due him by reason of errors in the implementation or administration of the County Pay Plan and other applicable regulations affecting pay. The County shall be entitled to recover, in a timely manner without interest, all funds determined by the County to have previously been paid in error to an employee in accordance with County policy, after consultation meeting with the employee and/or his representative. The County has the right to recover the full amount of erroneous payments to an employee in the event the employee separates from County service, including the right to make necessary deductions from the employee’s terminal leave pay. This Article shall be administered in accordance with the applicable Statute of Limitations.
SPECIAL WAGE PROVISIONS. 1. Miami-Dade Department of Transportation and Public Works Rail Supervisory employees who are designated by the Department to regularly function as instructors for Rail Operations Training will be eligible to receive the equivalent of a one (1) pay step increase.
2. DTPW Operations/Maintenance Instructors and DTPW Operations/Maintenance Training Supervisors who become CNG Fuel System Inspectors will be eligible to receive a one (1) pay step increase.
3. DTPW Mechanic Shop Supervisors who become Certified CNG Fuel System Inspectors will be eligible to receive a one (1) pay step increase.
4. Full-time bargaining unit employees will be eligible to receive a $70.00 biweekly pay supplement.
5. Upon request of a department and after approval of by the Human Resources Department an employee may be designated a Leadworker, as defined in the approved County Pay Plan. When recommended by the concerned department appointing authority and approved by the Human Resources Department an employee may be designated as a Leadworker if the following conditions exist:
a) A Leadworker is assigned responsibility by the appointing authority to supervise one or more employees who are ordinarily classified the same as the Leadworker. Leadworkers perform their tasks under the direction of a supervisor of a higher level. Supervisors usually cannot be present to give constant supervision to the work because of duties and assignments which take them to other areas.
b) Leadworker designations may also be authorized by the Human Resources Department for certain positions where extraordinary duties and responsibilities are required. An employee designated as a Leadworker shall receive the equivalent of one (1) pay step. A Leadworker pay provision does not affect the employee’s pay anniversary date. Leadworker pay provisions may be assigned and removed at the sole discretion of the County. A Leadworker shall not serve as a rater of performance evaluations of other employees in the same classification. An employee designated as a Leadworker, shall receive a one (1) step wage differential and such differential shall not affect merit increases or anniversary dates. If a Leadworker is rated on the basis of supervisory ability, it will only be to the extent actually exercised. Leadworker shall be assigned or removed at the sole discretion of the County.
6. Water and Sewer Department
SPECIAL WAGE PROVISIONS. Effective the first full pay period in October 2014, full time bargaining unit employees will receive a sixty dollar ($60.00) biweekly pay supplement.
SPECIAL WAGE PROVISIONS. Full-time bargaining unit employees will be eligible to receive a $70.00 biweekly pay supplement. Full- time Fire Safety Specialist 1 classifications will be eligible to participate in FIREWATCH. Full-time bargaining unit employees in the Solid Waste Management Department in the classification of Landfills System Mechanic, assigned to Landfill shall receive a $200.00 biweekly pay supplement. Upon ratification, all full-time bargaining unit employees who were not allowed to work from home and did not receive any COVID-related bonuses, will be paid a one-time bonus of $250. This bonus will only apply to employees who worked from April 1, 2020 through the date this contract is ratified and are current bargaining unit employees. Employees who worked from home for more than 2 pay-periods (160 hours) will not be eligible for this benefit. Full-time bargaining unit employees in the Solid Waste Management Department, Internal Services Department, Miami-Dade Fire Department, Department of Transportation and Public Works and the Department of Regulatory and Economic Resources in the classifications of Enforcement/Compliance Officer(s) who were required to perform inspection and compliance duties from April 1, 2020 through the date this contract is ratified and are current bargaining unit employees shall receive a $250 one- time bonus. Eligible bargaining unit employees will only receive the $250 bonus once and must be employed on the date of ratification.
SPECIAL WAGE PROVISIONS. 20.1 Back Pay - An employee shall be entitled to recover, as soon as possible, without penalty to the Town of Surfside, funds due him/her by reason of errors in the implementation or administration of the Town's pay plan and other applicable regulations affecting pay.
20.2 Insofar as it is practical to do so, except for final vacation or sick leave pay out, if any, all wages, overtime and supplemental payments due to employee will be furnished in one
(1) paycheck.
20.3 The Town will continue to offer the Internal Revenue Service Section 125 (Pre- tax) payroll deduction program to include health insurance, dental insurance, and disability insurance premiums, the payments of which will be deducted from an employee’s paycheck at his/her discretion.
SPECIAL WAGE PROVISIONS. Full-time bargaining unit employees will be eligible to receive a $70.00 biweekly pay supplement.
SPECIAL WAGE PROVISIONS. 1. Full-time bargaining unit employees will be eligible to receive a $70.00 biweekly pay supplement.
2. Trash Truck Driver 1 who are regularly assigned to operate roll-off vehicles shall receive the equivalent of one (1) pay step.
3. Full-time employees who work in Waste Operations/Environments, in operational classifications, shall receive a four percent (4%) Waste Collection Disposal pay supplement. Waste Collector Trash Truck Driver 1 Trash Truck Driver 2 Trash Crane Operator Waste Truck Driver Waste Attendant 1 Waste Equipment Operator
4. Full-time employees in the classification of Waste Attendant 1 assigned to Landfill shall receive a $100.00 biweekly pay supplement. Full-time employees in the classification of Waste Equipment Operator assigned to Landfill shall receive a $200.00 biweekly pay supplement. Employees receiving this pay supplement shall not be eligible to receive the Waste Collection Disposal pay supplement.
SPECIAL WAGE PROVISIONS. SECTION A – SHIFT DIFFERENTIAL For the purpose of the application of shift differential, the work schedule shall be as follows: ▪ First Shift 7:00 a.m. to 5:00 p.m. ▪ Second Shift 3:00 p.m. to 12:00 midnight ▪ Third Shift 11:30 p.m. to 8:00 a.m. In addition to the basic rates shown in Article 1 of this Agreement, a shift differential of 3% of the regular rate of pay shall be paid to employees working assignments defined as “Second Shift”, and 5% of the regular rate of pay shall be paid to those working assignments defined as “Third Shift”. Shift differentials will be subject to the overtime provisions of Article 3. Employees who are required to work overtime before the beginning of, or at the end of their shift at a division or location that has regularly scheduled second and/or third shifts, will be paid the shift differential, if any, that is paid to other employees normally working those hours. There will, however, be no reduction in shift differential for an employee on the third shift who works over into the first shift.
