Common use of Wage Protection Clause in Contracts

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 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 their classification meets or exceeds her their 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 Clause 14.2(e) (Hours of Work) in her their classification; •  overtime hours in the employee's classification; •  statutory holidays/annual vacation pay/sick leave; and •  assignment of regular hours as per Article Clause 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 Clause 14.2(e) (Hours of Work) in a classification other than the employee's own. In such circumstances, she they will be paid at Step 4 of the classification in which the employee is working. An employee will lose her their wage protection (status) rates: •  if she posted they post to a different classification prior to April 1, 2013; •  when she is they are 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 they bump under layoff provisions into a different job family or into a different grid level.

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 their classification meets or exceeds her their 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 Clause 14.2(e) (Hours of Work) in her their classification; •  overtime hours in the employee's classification; •  statutory holidays/annual vacation pay/sick leave; and •  assignment of regular hours as per Article Clause 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 Clause 14.2(e) (Hours of Work) in a classification other than the employee's own. In such circumstances, she they will be paid at Step 4 of the classification in which the employee is working. An employee will lose her their wage protection (status) rates: • if she they posted to a different classification prior to April 1, 2013; • when she is they are 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 they bump under layoff provisions into a different job family or into a different grid level.

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 their classification meets or exceeds her their 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 Clause 14.2(e) (Hours of Work) in her their classification; • overtime hours in the employee's classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article Clause 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 Clause 14.2(e) (Hours of Work) in a classification other than the employee's own. In such circumstances, she they will be paid at Step 4 of the classification in which the employee is working. An employee will lose her their wage protection (status) rates: • if she posted they post to a different classification prior to April 1, 2013; • when she is they are 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 they bump under layoff provisions into a different job family or into a different grid level.

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 their classification meets or exceeds her their 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 Clause 14.2(e) (Hours of Work) in her their classification; • overtime hours in the employee's classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article Clause 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 Clause 14.2(e) (Hours of Work) in a classification other than the employee's own. In such circumstances, she they will be paid at Step 4 of the classification in which the employee is working. An employee will lose her their wage protection (status) rates: • if she posted they post to a different classification prior to April 1, 2013; • when she is they are 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 they bump under layoff provisions into a different job family or into a different grid level.

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 their classification meets or exceeds her their 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 Clause 14.2(e) (Hours of Work) in her their classification; • overtime hours in the employee's classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article Clause 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 Clause 14.2(e) (Hours of Work) in a classification other than the employee's own. In such circumstances, she they will be paid at Step 4 of the classification in which the employee is working. An employee will lose her their wage protection (status) rates: • if she they posted to a different classification prior to April 1, 2013; • when she is they are 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 they bump under layoff provisions into a different job family or into a different grid level.