WAGES AND CLASSIFICATIONS. 8.1 Employees shall be paid the wage established for their classification. Employees shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Director may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows. After twenty- six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Employees hired after April 7, 2010, must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the nearest quarter hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher t...
WAGES AND CLASSIFICATIONS. The parties agree to include a classification and wage structure for each Division covered under the Agreement.
WAGES AND CLASSIFICATIONS. 42.01 The classification and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, be as set out in Schedule "D" attached hereto.
42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salary.
(a) If a new job is established by the Employer, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay resulting from such a review shall be retroactive to the start date(s) of the employee(s) in the new position. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply.
(b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no la...
WAGES AND CLASSIFICATIONS. The following hourly rates shall be paid to members of Local The Group Classifications are those established in Schedule Group 1 Form Builder-Setter (Carpenters) May Group 2 Reinforced Concrete Workers, etc. May May Group 3 Form Helpers May May Group 4 Working Foremen Working Foremen shall be paid at the minimum rate of one dollar per hour more than the prevailing rate of the people he is super- vising in that classification. Group 5 Layout Men May May
WAGES AND CLASSIFICATIONS. 24.01 The job classifications and rates of pay shall be as set forth in Schedule “A” attached hereto and forming part of this Agreement.
WAGES AND CLASSIFICATIONS. 42.01 The classification and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, be as set out in Schedule "D" attached hereto.
42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in their current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, they may apply to the Chief Human Resources Officer to have this position considered as a secondment for a maximum of one (1) year through which they will retain
(a) If a new job is established by the Employer, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay resulting from such a review shall be retroactive to the start date(s) of the employee(s) in the new position. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re-reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply.
(b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months...
WAGES AND CLASSIFICATIONS. For the purposes of Section 10.01 through Section 10.09, classifications are defined as:
WAGES AND CLASSIFICATIONS. 4.01 For Commercial work performed by employees under this Craft Schedule “S”, the regular hourly rates of pay for each classification of worker shall be as set out below. July 10, 2015 $30.11 $2.71 $6.50 $2.50 $0.54 $0.25 $42.61 May 1, 2016 $30.77 $2.77 $6.68 $2.50 $0.54 $0.25 $43.51 May 1, 2017 $31.36 $2.82 $6.84 $2.50 $0.54 $0.25 $44.31 July 10, 2015 $24.05 $2.16 $5.87 $2.50 $0.54 $0.25 $35.37 May 1, 2016 $24.59 $2.21 $6.02 $2.50 $0.54 $0.25 $36.11 May 1, 2017 $25.08 $2.26 $6.15 $2.50 $0.54 $0.25 $36.78 July 10, 2015 $18.59 $1.67 $4.57 $2.50 $0.54 $0.25 $28.12 May 1, 2016 $19.03 $1.71 $4.69 $2.50 $0.54 $0.25 $28.72 May 1, 2017 $19.40 $1.75 $4.80 $2.50 $0.54 $0.25 $29.24
WAGES AND CLASSIFICATIONS. Employees performing work covered by this Section 14.00.00 shall be em- ployed in the classifications and at the wage rates set forth in Section 01.03.03 including such additions as may be made in accordance with Section 20.00.00 of this Agreement. Employees performing operation, maintenance and repair of equipment not set forth by classification in Section 01.03.03 shall be considered support Employees, and shall be paid at the wage rates for the classifications set forth in Section 01.03.00, and shall work under the terms and conditions contained in the applicable Sections outside of this Section 14.00.00.
WAGES AND CLASSIFICATIONS. 14.01 Job classifications are set out in Schedule "A" of this Agreement. They shall not be changed or deleted, nor shall the jobs themselves be altered or amended without discussion with the Union.
14.02 Where a new job is established or where existing job duties are changed or the volume of work increased or decreased or where an employee is incorrectly classified, the appropriate classifications, job descriptions, rates of pay and other related matters shall be discussed between the Employer and the Union. Failing agreement, the dispute may be the subject of a grievance.
14.03 The Employer shall pay salaries and wages as set out in Schedule "A" attached hereto and forming part of this Agreement. Each employee shall be provided with an itemized statement of his wages, overtime, and other supplementary pay and deductions. Wages shall be paid weekly. The Employer may not make deductions from wages unless authorized by statute, court order, arbitration award, or by mutual agreement with authorization by the Employee.
14.04 Supplementary agreements, if any, must be in writing and agreed to by both parties, and shall form part of this Agreement and shall be subject to the Grievance and Arbitration Procedures.
