Transfer to a Recognized Apprenticeship Program. From time to time an employee may enter a certified and/or recognized Company apprenticeship program. In such cases, the employee’s competencies will be assessed against those established for the new trade and a determination will be made of the appropriate rate of pay. A joint union-management committee will do the assessment. Where the employee is currently being paid more than the appropriate rate of pay, his or her rate of pay will be frozen until such time as a further assessment of his or her training and experience warrants a move to the next highest progression step in the range.
Transfer to a Recognized Apprenticeship Program. From time to time an employee may enter a certified and/or recognized Company apprenticeship program. In such cases, the employee’s competencies will be assessed against those established for the new trade and a determination will be made of the appropriate rate of pay. A joint union- management committee will do the assessment. Where the employee is currently being paid more than the appropriate rate of pay, his or her rate of pay will be frozen until such time as a further assessment of his or her training and experience warrants a move to the next highest progression step in the range. ACTING PAY When an employee is temporarily assigned to a classification in the Collective Agreement that is a position with a higher maximum pay level than the employee’s permanent position, the employee shall be paid the highest wage rate applicable to the position that the employee is assigned to. Such acting pay rate shall be no greater than of the employee’s regular pay rate. Employees temporarily assigned to another classification shall be entitled to all applicable wage progression increases that would occur if the employee remained in the employee’s permanent position. Employees temporarily assigned to a Management position shall be paid above their base rate of pay or the minimum rate of the assigned position, whichever is greater. Responsibility Pay (Former Lead Hand Pay) When or more employees work together on a job or project as a team or crew, without supervision for periods of hours or greater, and when an employee is required by management to exercise responsibility over and/or leadership of such employees, management will assign a responsible employee. An employee temporarily assigned responsibility for a crew or team shall be entitled to a responsibility pay premium of of their normal pay rate for all hours worked. This rate shall be paid in addition to the employee’s regular pay and be paid in addition to shift differential and overtime rates where applicable. Responsibility pay is applicable only when the is not under supervision. Responsibilities,which must be performed where applicable, include but are not limited to:
Transfer to a Recognized Apprenticeship Program. From time to time an employee may enter a certified and/or rec- ognized Company apprenticeship program. In such cases, the employee’s competencies will be assessed against those estab- lished for the new trade and a determination will be made of the appropriate rate of pay. A joint union-management committee will do the assessment. Where the employee is currently being paid more than the appropriate rate of pay, his or her rate of pay will be frozen until such time as a further assessment of his or her training and experience warrants a move to the next highest pro- gression step in the range. ACTING PAY When an employee is temporarily assigned to and performs the duties of a position with a higher maximum rate of pay, the following rates will
