Common use of WAGE CONDITIONS Clause in Contracts

WAGE CONDITIONS. a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through C, include all experience in comparable work. For Groups D through I, experience must be directly comparable to the work being done at the Waterloo Region Record and experienced within one (1) year prior to joining the Waterloo Region Record. An employee shall be classified as to job title and experience rating at the time of employment. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-one (21) days of the completion of the probationary period. Employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification. b) Employees permanently transferred or temporarily assigned for one (1) hour or more to a higher paid classification shall receive the rate of the higher classification next higher in dollars to the rate they received in the lower classification. Employees who volunteer to work in a lower classification temporarily shall not suffer loss of pay. The new rate shall be a minimum of $5.75 in 2012 a shift more than their regular salary. Employees who work temporarily in excluded positions shall be paid a minimum of $11.25 in 2012 per shift more than their regular salary. These differentials will be pro-rated for employees whose shifts are less than seven (7) hours and will be adjusted annually by the amount of the annual general increase to the next higher nickel. c) Day shift hours will be defined as 6:30 a.m. to 6:00 p.m. When scheduled hours are worked outside these hours, shift differential shall be paid as follows: up to two (2) hours $10.00 up to three (3) hours $12.00 more than three (3) hours $15.00 The above shift differentials are not applicable to overtime hours except in the case of an employee who works the majority of hours of an additional shift (as defined in Section 5 (a)), in which case the shift differential shall apply. Shift differentials will be pro-rated for employees whose shifts are less than seven (7) hours. d) There shall be no reduction in any employee's salary due to transfer or reclassification unless the employee has voluntarily transferred to a lower classification. e) The Employer will continue its existing policy with respect to the Deferred Salary Leave Plan for the term of the collective agreement. f) When necessary for employees to train other employees in the Classified Department they will be paid in accordance with Article 30 (b). Employees retain the right to refuse training duties. g) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position. h) The current practice of grid adjustments will include mathematical rounding up to the next highest dollar.

WAGE CONDITIONS. a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through C& B, include all experience in comparable work. For Groups D through I, experience must be directly comparable to the work being done at the Waterloo Region Record and experienced within one (1) year prior to joining the Waterloo Region Record. An employee shall be classified as to job title and experience rating at the time of employment, transfer or promotion. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-one (21) days of the completion of the probationary period. Employees Full-time and/or part-time employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification. b) Employees permanently transferred or temporarily assigned for one (1) hour or more to a higher higher-paid classification classifications shall receive the rate of the higher classification next higher in dollars to the rate they received in the lower classification. Employees who volunteer to work in a lower classification temporarily shall not suffer loss of pay. The new rate shall be a minimum of $5.75 4.90 in 2012 2007, $5.00 in 2008, a shift more than their regular salary. Employees who work temporarily in excluded positions shall be paid a minimum of $11.25 9.80 in 2012 2007, $10.00 in 2008, per shift more than their regular salary. These differentials will be pro-rated for employees whose shifts are less than seven and one half (77 1/2) hours and will be adjusted annually by the amount of the annual general increase to the next higher nickel. c) Day shift hours will be defined as 6:30 a.m. to 6:00 p.m. When scheduled hours are worked outside these hours, shift differential shall be paid as follows: up to two (2) hours hours. $10.00 up to three (3) hours 3)hours. $12.00 more than three (3) hours $15.00 The above shift differentials are not applicable to overtime hours except in the case of an employee who works the majority of hours of an additional shift (as defined in Section 5 (a))shift, in which case the shift differential shall apply. Shift differentials differential will be pro-rated for employees whose shifts are less than seven and one-half (77 1/2) hours. d) There shall be no reduction in any employee's ’s salary due to transfer or reclassification unless the employee has voluntarily transferred to a lower classification. e) The Employer will continue its existing policy with respect to the Deferred Salary Leave Plan for the term of the collective agreement. f) When necessary for employees to train other employees in the Classified Department they will be paid in accordance with Article 30 (b). Employees retain the right to refuse training duties. g) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or a change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position. hf) The current practice of grid adjustments will include mathematical rounding up to the next highest dollar.

WAGE CONDITIONS. (a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through CF, include all experience in comparable work. For Groups D G through IL, experience must be directly comparable to the work being done at the Waterloo Region The Record and experienced within one (1) year prior to joining the Waterloo Region The Record. An employee shall be classified as to job title and experience rating at the time of employment. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-one (21) 21 days of the completion of the probationary period. Employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification. (b) Employees permanently transferred or temporarily assigned for one (1) hour or more to a higher paid classification shall receive the rate of the higher classification next higher in dollars to the rate they received in the lower classification. Employees who volunteer to work in a lower classification temporarily shall not suffer loss of pay. The new rate shall be a minimum of $5.75 4.90 in 2012 2004, $5.00 in 2005 and $5.15 in 2006, a shift more than their regular salary. Employees who work temporarily in excluded positions shall be paid a minimum of $11.25 9.70 in 2012 2004, $9.90 in 2005 and $10.15 in 2006, per shift more than their regular salary. These differentials will be pro-rated for employees whose shifts are less than seven and one half (77.5) hours and will be adjusted annually by the amount of the annual general increase to the next higher nickel. When Employees are scheduled to work during their shift or portion thee of as a Section Copy Editor (e.g. Entertainment, Lifestyles, Sports, Business, Travel, Wheels) and Page Release they shall receive a $5.00 job premium. (c) Day shift hours will be defined as 6:30 a.m. to 6:00 p.m. When scheduled hours are worked outside these hours, shift differential shall be paid as follows: up Up to two (2) hours $hours. $ 10.00 up Up to three (3) hours hours. $12.00 more More than three (3) hours hours.…. $15.00 The above shift differentials are not applicable to overtime hours except in the case of an employee who works the majority of hours of an additional shift (as defined in Section 5 (a)), in which case the shift differential shall apply. Shift differentials will be pro-rated for employees whose shifts are less than seven and one-half (77 1/2) hours. (d) There shall be no reduction in any employee's salary due to transfer or reclassification unless the employee has voluntarily transferred to a lower classification. (e) The Employer employer will continue its existing policy with respect to the Deferred Salary Leave Plan for the term of the collective agreement. (f) When necessary for employees to train other employees in the Classified Department they will be paid in accordance with Article 30 (b). Employees retain the right to refuse training duties. g) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position. h) The current practice of grid adjustments will include mathematical rounding up to the next highest dollar.

WAGE CONDITIONS. a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through CF, include all experience in comparable work. For Groups D G through IL, experience must be directly comparable to the work being done at the Waterloo Region Record and experienced within one (1) year prior to joining the Waterloo Region Record. An employee shall be classified as to job title and experience rating at the time of employment. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-one (21) days of the completion of the probationary period. Employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification. b) Employees permanently transferred or temporarily assigned for one (1) hour or more to a higher paid classification shall receive the rate of the higher classification next higher in dollars to the rate they received in the lower classification. Employees who volunteer to work in a lower classification temporarily shall not suffer loss of pay. The new rate shall be a minimum of $5.75 in 2012 a shift more than their regular salary. Employees who work temporarily in excluded positions shall be paid a minimum of $11.25 in 2012 per shift more than their regular salary. These differentials will be pro-rated for employees whose shifts are less than seven and one half (77.5) hours and will be adjusted annually by the amount of the annual general increase to the next higher nickel. When Employees are scheduled to work during their shift or portion thereof as a Section Copy Editor (e.g. Online, Entertainment, Lifestyles, Sports, Business, Travel and Page Release) they shall receive a $5.00 job premium. c) Day shift hours will be defined as 6:30 a.m. to 6:00 p.m. When scheduled hours are worked outside these hours, shift differential shall be paid as follows: up to two (2) hours $10.00 up to three (3) hours $12.00 more than three (3) hours $15.00 The above shift differentials are not applicable to overtime hours except in the case of an employee who works the majority of hours of an additional shift (as defined in Section 5 (a)), in which case the shift differential shall apply. Shift differentials will be pro-rated for employees whose shifts are less than seven and one-half (77 1/2) hours. d) There shall be no reduction in any employee's salary due to transfer or reclassification unless the employee has voluntarily transferred to a lower classification. e) The Employer will continue its existing policy with respect to the Deferred Salary Leave Plan for the term of the collective agreement. f) When necessary for employees to train other employees in the Classified Department they will be paid in accordance with Article 30 (b). Employees retain the right to refuse training duties. g) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position. h) The current practice of grid adjustments will include mathematical rounding up to the next highest dollar.

WAGE CONDITIONS. (a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through CF, include all experience in comparable work. For Groups D G through IL, experience must be directly comparable to the work being done at the Waterloo Region Record and experienced within one (1) year prior to joining the Waterloo Region Record. An employee shall be classified as to job title and experience rating at the time of employment. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-one (21) 21 days of the completion of the probationary period. Employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification. (b) Employees permanently transferred or temporarily assigned for one (1) hour or more to a higher paid classification shall receive the rate of the higher classification next higher in dollars to the rate they received in the lower classification. Employees who volunteer to work in a lower classification temporarily shall not suffer loss of pay. pay The new rate shall be a minimum of $5.75 in 2012 4.25 a shift more than their regular salary. Employees who work temporarily in excluded positions shall be paid a minimum of $11.25 in 2012 8.50 per shift more than their regular salary. These differentials will be pro-rated for employees whose shifts are less than seven and one half (77.5) hours and will be adjusted annually by the amount of the annual general increase to the next higher nickel. (c) Day shift hours will be defined as 6:30 a.m. to 6:00 p.m. When scheduled hours are worked outside these hours, shift differential shall be paid as follows: up Up to two (2) hours $10.00 up Up to three (3) hours $12.00 more More than three (3) hours $15.00 The above shift differentials are not applicable to overtime hours except in the case of an employee who works the majority of hours of an additional shift (as defined in Section 5 (a)), in which case the shift differential shall apply. Shift differentials will be pro-rated for employees whose shifts are less than seven and one-half (77 1/2) hours. (d) There shall be no reduction in any employee's salary due to transfer or reclassification unless the employee has voluntarily transferred to a lower classification. (e) The Employer employer will continue its existing policy with respect to the Deferred Salary Leave Plan for the term of the collective agreement. f) When necessary for employees to train other employees in the Classified Department they will be paid in accordance with Article 30 (b). Employees retain the right to refuse training duties. g) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position. h) The current practice of grid adjustments will include mathematical rounding up to the next highest dollar.

WAGE CONDITIONS. a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through C& B, include all experience in comparable work. For Groups D through I, experience must be directly comparable to the work being done at the Waterloo Region Record and experienced within one (1) year prior to joining the Waterloo Region Record. An employee shall be classified as to job title and experience rating at the time of employment, transfer or promotion. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-twenty- one (21) days of the completion of the probationary period. Employees Full-time and/or part-time employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification. b) Employees permanently transferred or temporarily assigned for one (1) hour or more to a higher higher- paid classification classifications shall receive the rate of the higher classification next higher in dollars to the rate they received in the lower classification. Employees who volunteer to work in a lower classification temporarily shall not suffer loss of pay. The new rate shall be a minimum of $5.75 4.90 in 2012 2007, $5.00 in 2008, a shift more than their regular salary. Employees who work temporarily in excluded positions shall be paid a minimum of $11.25 9.80 in 2012 2007, $10.00 in 2008, per shift more than their regular salary. These differentials will be pro-rated for employees whose shifts are less than seven and one half (77 1/2) hours and will be adjusted annually by the amount of the annual general increase to the next higher nickel. c) Day shift hours will be defined as 6:30 a.m. to 6:00 p.m. When scheduled hours are worked outside these hours, shift differential shall be paid as follows: up to two (2) hours $10.00 up to three (3) hours 3)hours $12.00 more than three (3) hours $15.00 The above shift differentials are not applicable to overtime hours except in the case of an employee who works the majority of hours of an additional shift (as defined in Section 5 (a))shift, in which case the shift differential shall apply. Shift differentials differential will be pro-rated for employees whose shifts are less than seven and one-half (77 1/2) hours. d) There shall be no reduction in any employee's ’s salary due to transfer or reclassification unless the employee has voluntarily transferred to a lower classification. e) The Employer will continue its existing policy with respect to the Deferred Salary Leave Plan for the term of the collective agreement. f) When necessary for employees to train other employees in the Classified Department they will be paid in accordance with Article 30 (b). Employees retain the right to refuse training duties. g) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or a change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position. hf) The current practice of grid adjustments will include mathematical rounding up to the next highest dollar.

WAGE CONDITIONS. (a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through to C, include all experience employment in comparable work. For Groups D through IH, experience must be directly comparable to the work being done at the Waterloo Region Record and experienced within one (1) year prior to joining the Waterloo Region Record. An employee shall be classified as to job title and experience rating at the time of employment. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-one (21) 21 days of the completion of the probationary period. Employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification. (b) Employees permanently transferred or temporarily assigned for one (1) hour or more to a higher paid classification shall receive the rate of the higher classification next higher in dollars to the rate they received in the lower classification. Employees who volunteer to work in a lower classification temporarily shall not suffer loss of pay. The new rate shall be a minimum of $5.75 4.90 in 2012 2004, $ 5.00 in 2005 and $5.15 in 2006, a shift more than their regular salary. Employees who work temporarily in excluded positions shall be paid a minimum of $11.25 9.70 in 2012 2004, $9.90 in 2005 and $10.15 in 2006, per shift more than their regular salary. These differentials will be pro-rated for employees whose shifts are less than seven (7) hours and will be adjusted annually by the amount of the annual general increase to the next higher nickel. (c) Day shift hours will be defined as 6:30 a.m. to 6:00 p.m. When scheduled hours are worked outside these hours, shift differential shall be paid as follows: up Up to two (2) hours hours. $10.00 up Up to three (3) hours hours. $12.00 more More than three (3) hours hours… $15.00 The above shift differentials are not applicable to overtime hours except in the case of an employee who works the majority of hours of an additional shift (as defined in Section 5 (a)), in which case the shift differential shall apply. Shift differentials will be pro-rated for employees whose shifts are less than seven (7) hours. (d) There shall be no reduction in any employee's salary due to transfer or reclassification unless the employee has voluntarily transferred to a lower classification. (e) The Employer will continue its it existing policy with respect to the Deferred Salary Leave Plan for the term of the collective agreement. (f) When necessary for employees to train other employees in the Classified Department Contact Centre they will be paid in accordance with Article 30 (b). Employees retain the right to refuse training duties. (g) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position. (h) The current practice of grid adjustments will include mathematical rounding up to the next highest dollar.