Wage Protection. Wage protection will apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), unless the employee successfully posts into a lower classification. Wage protection will apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Effective April 1, 2013, an employee with wage protection will receive 50% of all general wage increases until the new wage rate for her classification meets or exceeds her existing wage rate. Such increases shall be recognized as incumbent specific. Wage protection applies to: • additional straight-time hours worked by a regular full-time and regular part-time employee as per Article 14.2(e) (Hours of Work) in her classification; • overtime hours in the employee's classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article 24.1(c) (Job Postings) in the employee's classification. Wage protection rates do not apply to: • additional straight-time hours worked by a regular full-time and regular part-time employee as per Article 14.2(e) (Hours of Work) in a classification other than the employee's own. In such circumstances, she will be paid at Step 4 of the classification in which the employee is working. An employee will lose her wage protection (status) rates: • if she posted to a different classification prior to April 1, 2013; • when she is demoted by the Employer as a result of disciplinary action; • when regular employees achieve a casual position except where it is a temporary assignment directed by the Employer; • when she bumps under layoff provisions into a different job family or into a different grid level.
Wage Protection. Wage protection shall apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), while they are in their current classifications. Wage protection shall apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Wage protection applies to: • additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in their classification; • overtime hours in the employee’s classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article 24.1(c) (Job Postings) in the employee’s classification. Wage protection rates do not apply to: • additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in classification other than the employee’s own. In such circumstances, they will be paid at Step 4 of the classification in which the employees is working. All employees shall lose their wage protection (status) rates when: • they post to a different classification; • they are demoted by the Employer as a result of disciplinary action; • regular employees achieve a casual position except where it is a temporary assignment directed by the Employer; • they bump under layoff provisions into a different job family or into a different grid level.
Wage Protection. In the event there is more than one employee competing for positions as a result of lay-off, then district-wide seniority shall be utilized in determining preference for placement. Under no circumstances shall the application of this article result in a promotion of the affected employee.
Wage Protection. A. If an ESP is reclassified to a higher grade, the new wage rate for the reclassified ESP will be commensurate with the market average, the responsibilities of the position, job description and experience but not less than five percent (5%).
B. An ESP shall not suffer a reduction in wages when the ESP’s classification is changed to a lower grade. The ESP shall be placed at the step which is equivalent to the current rate of pay in the old classification, or frozen at his/her current rate of pay in the same classification (red-circled) for a period not to exceed 12 months. ARTICLE TEN
Wage Protection. If as a result of the application of Appendix E and the resulting application of Article BB through the redeployment process, an Employee assumes a position with a lower rate of pay, such Employee shall be red-circled at his/her higher rate of pay for one year from the date he/she commences performing the duties of the lower-rated job.
Wage Protection. Affected employees, who move to a lower paid position as a result of Workforce Reduction or Workplace Change covered by this Article, will maintain their current Basic Wage Rate from the date of assignment to the lower paid position until the rate for the new position exceeds their former rate. Affected employees, who move to a higher paid position as a result of Workforce Reduction or Workplace Change covered by this Article, will move immediately to the step on the new wage scale which has the same rate as their present Basic Wage Rate or, if there is no identical rate on the scale, to the closest higher rate to their present Basic Wage Rate. Wage progression for employees who move to a higher paid position will not be interrupted.
Wage Protection. Article 19.01 shall not have any effect during the term of the agreement.
19.01 For the second year of this Agreement, commencing December 1, 2000, a Wage Protection will operate in the following manner:
(a) A base index shall be established at over the C.P.I. Index for November, 2000 (Base 1981 = 100)
(b) A cost of living adjustment shall be made quarterly on the basis of a formula of 0.01 (1 cent) for each 0.35 full point rise in C.P.I., over the base index.
(c) Such adjustment, if any, shall be made the first full pay period following the publishing of the Consumer Price Index.
(d) The amount of any cost of living allowance in effect at any time shall not be added to an employee’s applicable standard hourly rate and will be paid for straight time hours worked only, will not be paid for overtime hours, premium hours or used as basis for calculation of overtime, and will not be included for the calculation of vacation pay.
(e) In the event Statistics Canada shall not issue the appropriate Consumer Price Indexes on or before the beginning of one of the dates of adjustment, any adjustment in the cost of living allowance required by such appropriate indexes shall be effective at the beginning of the first pay period after receipt of the Indexes.
(f) The parties to this Agreement agree that the continuance of the cost of living allowance is dependent upon the availability of the monthly C.P.I. in its present form and calculated on the same basis as the Index for September, 1981, unless otherwise agreed upon by the parties. If Statistics Canada changes the form or the basis of calculating the C.P.I., the parties agree to request Statistics Canada to make available a C.P.I., in it's present form and calculated on the same basis as the Index for September, 1987.
Wage Protection. Employees who choose to fill a comparable vacancy or bump a junior employee in a comparable position in the Health Authority/Health Organization that is at a lower Grid Level/Grade than that which is available to them will not receive wage protection, (e.g., if a Grade VI Respiratory Therapist (Grid Level 14) could bump a Grade V (Grid Level 13) position or fill a Grade V (Grid Level 13) vacancy anywhere within the Health
Wage Protection. Painter – Materials Distribution, Xxxxxxxxx, and Filterperson in the Materials Department Machine Shop or the Electric Utility line of progression will have wage retention when successfully bidding to the Apprentice Electrician - EAM. That is, their wage step rate will be maintained until they progress to a higher wage step rate in the Apprentice Electrician - EAM progression in accordance with Section 204.6(d).
Wage Protection. Employees whose current basic rate of pay is higher than their new scheduled rate, and who remain on an assignment within the same wage group, will be protected from pay loss for the term of this agreement. WAGE GROUP COMPENSATION
