WAGE AND CLASSIFICATION PLAN Sample Clauses

WAGE AND CLASSIFICATION PLAN. 17.1 Hourly rates of pay shall be increased according to the following schedule: Effective July 1, 2018 1.50% Cost of Living adjustment Effective January 1, 2019 1.50% Cost of Living adjustment Effective July 1, 2019 1.50% Cost of Living adjustment Effective January 1, 2020 1.50% Cost of Living adjustment Effective July 1, 2020 1.50% Cost of Living adjustment Effective January 1, 2021 1.50% Cost of Living adjustment New step added to the schedule: Effective July 1, 2019 a new top step shall be added to the salary schedule at
Sample 1
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WAGE AND CLASSIFICATION PLAN. 17.1 Hourly rates of pay shall be increased according to the following schedule: Effective July 1, 2021 3.0% Cost of Living adjustment Effective July 1, 2022 2.50% Cost of Living adjustment Effective July 1, 2023 2.5% Cost of Living adjustment 17.2 In the application of the bi-weekly Salary Schedule an employee at minimum will be eligible on July 1 and January 1 to receive the increment between minimum and the next step, provided they have been at minimum for a period of not less than 6 months. An employee above minimum will be eligible on July 1 and January 1 for the increment to the next step, provided they have been at their existing step for a period of not less than 12 months. All employees eligible for an increase under the Salary Schedule shall be reviewed for consideration of such increase on the basis of merit and if any employee is denied the increase, the reasons for such denial shall be made available to the employee and the Union and such denial shall be subject to the provision of the grievance procedure. An employee denied an increase under this provision as of July1, shall be reviewed again for such increase as of January 1. 17.3 An employee assigned to and working out of grade in another position in the bargaining unit will be paid in their step in the higher position's grade. An employee assigned to and working in a position outside of the bargaining unit for more than two weeks, with authority, and who performs substantially all of the functions of the position will be paid in their step in the next higher grade. An employee officially assigned to perform all duties of an employee in a higher pay classification who is temporarily absent for a period of five (5) days (including holidays) or more will receive the rate of the higher pay classification retroactive to the first day with a minimum increase in the amount of $8.
Sample 1
WAGE AND CLASSIFICATION PLAN. A. Effective July 1, 2016, employees covered by this Agreement shall receive a two (2.00%) percent increase in the existing wage schedule; effective July 1, 2017, a general wage increase of two (2.00%) percent; effective July 1, 2018, a general wage increase of two (2.00%) percent. Effective July 1, 2018 adds a new twenty (20) year step which will be one percent higher than the highest step amount in each job category. Effective July 1, 2019 increase wages (all steps and grades) by two (2%) percent. Effective July 1, 2020, increase wages (all steps and grades) by one- and one-half percent (1.5%). Change the twenty-year step to a (10) ten-year step which shall be increased by an additional one percent (1%) higher than the current amount. Bargaining unit members will move to the (10) ten-year step on July 1st following their 10-year anniversary within the bargaining unit. Effective July 1, 2021 increase wages (All steps and grades) by one-half percent (1.5%) Increase the ten-year step by an additional one percent (1%) See wage schedule attached hereto as Appendix A. Effective July 1, 2020, delete levels 2 and 3. Add step 8 to levels 4 and 5 at a 3.5% higher than the current step 7. B. Effective July 1, 2020, up to two (2) bargaining unit members who want their positions considered for reclassification must submit to the Association, who will submit to the Town Administrator by no later than September 1st of the year preceding the fiscal year in which any reclassification would become effective. Such written application shall include all of the reasons that the employee believes that the classification of the position is no longer valid. All such applications will be submitted to a qualified and objective third party selected by the Town, in consultation with the Association, to evaluate their merit. The cost of performing the reclassifications shall be paid as follows: employees shall contribute fifteen percent (15%) toward the cost of performing the reclassification and the Town shall contribute eighty-five percent (85%) of the cost of performing the reclassification. The Town, the Association and the affected bargaining unit members agree to be bound by the recommendation of the third party advisor. An employee whose existing base salary exceeds the salary range for his/her position’s grade following a reclassification shall remain at that base salary compensation until such time as the salary range for his/her position is adjusted to exceed that base sala...
Sample 1
WAGE AND CLASSIFICATION PLAN. A. Effective July 1, 2019, for levels 3, 4, 5, and 6 adjust the wage amount in each step, as reflected in the attached hourly and weekly wage scale. After the adjustment of the above referenced hourly and weekly wages scales, increase wages (all steps and levels) by two percent (2%). Effective July 1, 2020, for Levels 3,4,5,add a new step 8 which is one and one-half percent (1.5%) higher than the current step 7. After the addition of the new step 8 for Levels 3, 4, and 5, increase wages (All steps and levels) by two percent (2%). Effective July 1, 2021, increase wages (all steps and levels) by two percent (2%). See wage schedule attached hereto as Appendix A.
Sample 1

Related to WAGE AND CLASSIFICATION PLAN

  • Classification Plan The Classification Plan prepared by the provincial negotiating employer group after consultation with the provincial negotiating union group for the categories of technical and paratechnical support, administrative support and labour support positions, February 7, 2011 edition, including any change made or new class added during the term of the agreement.

  • New Job Classifications 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 arbitrator (or board of arbitration 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 arbitrator (or board of arbitration 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. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • 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.

  • Job Classification Full-Time and Part-Time (a) 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 within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor 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. (b) When the Hospital makes a substantial change during the term of this agreement 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, to permit the Union to make representation with respect to the appropriate rate of pay. (c) 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 Arbitrator 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. (d) 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.

  • 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 CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • 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.

  • Tax Classification The Series shall elect to be treated as an association taxable as a corporation under Treasury Regulations Section 301.7701-3 with effect for each taxable period of its existence. The Series and each Member shall file all tax returns and shall otherwise take all tax and financial reporting positions in a manner consistent with such treatment. No election will be filed with the Internal Revenue Service (or the tax authorities of any State) to have the Series taxable other than as an association taxable as a corporation for income tax purposes.

  • WAGES AND CLASSIFICATIONS 16.1 Job classification and the rates of pay applicable thereto for the duration of this Agreement shall be set out in Schedule "A" of this Agreement, attached hereto, and forming part thereof. 16.2 An employee within the bargaining unit temporarily doing the work of a higher paid classification shall receive after a one (1) day period, the higher rate applicable to such classification, and retroactively to the first day. When such an employee is returned to his/her previous position, the wages paid for the lower position will again apply. An employee temporarily transferred by reason of emergency to a lower paid classification, will receive the hourly rate of pay applicable to the job from which he/she was transferred, while employed in such lower paid classification during such emergency. 16.3 An employee who has terminated shall receive his/her wages not later than the next scheduled payroll after termination of employment. An employee who voluntarily leaves the employ of the Corporation shall receive the wages to which he/she is entitled at the regular payday following the date he/she leaves the employ of the Corporation. 16.4 All employees who have not received Step 7 of their classification will be eligible for a one step merit increase annually in accordance with Appendix A. In January, the Manager of Human Resources will prepare a list of employees to receive merit increases along with changes in their classification prior to February 1st, for approval by the President & CEO. Merit increases will become effective on the following Monday based on the Criteria for Classifications as listed in Appendix A. 16.5 Promotion from Step 1 to Step 2 in the Wage Schedule shall be automatic at the end of the probationary period. 16.6 The position of Subforeperson will be filled as Management determines the need and promotion to this position will take place at time of appointment. 16.7 Any employee being transferred on a temporary basis to a monthly schedule shall work the hours of the monthly schedule (i.e., shift schedule). His/her pay will be calculated on a weekly basis forty (40) hours. 16.8 An employee, who cannot perform his/her regular duties because of age, sickness or accident, will be given a position provided such a vacancy exists, and that he/she is capable of fulfilling it. 16.9 An employee transferred under Article 15 to a lower paid classification will be paid at the wage rate applicable to the classification, commencing at the date of transfer.

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