WAGES AND PAY PRACTICES. 9.01 During the term of this Agreement the Division and the Association agree that all payment of wages shall be made in accordance with the wage rates set forth in the Wage Schedule appended hereto, which Wage Schedule is hereby made a part of this Agreement.
WAGES AND PAY PRACTICES. 12.01 The Division shall pay wages in accordance with Schedule "A" attached hereto and forming part of this Agreement.
WAGES AND PAY PRACTICES. During the term of this Agreement the Division and the Association agree that all payment of wages shall be made in accordance with the wage rates set forth in the Wage Schedule appended hereto, which Wage Schedule is hereby made a part of this Agreement. All employees will be paid on a biweekly basis (every two (2) weeks). The Divisionwill pay to part-time and other employees who work less than twelve (12) months a year, their vacation pay amounts then owing on each biweekly pay cheque. For teacher assistants and hourly employees there will be a hold back of earnings. If an employee is required to temporarily assume the duties of an employee who is receiving a lower rate of pay, the rate of pay of the employee assuming such duties shall not be changed. If an employee is requiredto temporarily assume the duties of an employee in a higher classification, the employee assuming such duties will be paid at the classificationof the absent employee, and at the salary level to which the employee assuming the duties would be entitled had she been promoted to the position. Such payment would begin after an absence of five (5) consecutive days and be retroactive to the first day. This allowance shall not be paid when the employee in the higher classification is absent because of annual vacation, long service leave, banked time or compensating time.
WAGES AND PAY PRACTICES. (Continued) by her Supervisor to supervise five (5) or more other employees shall be paid an additional per day for performing such supervision. An employee shall move to the next highest increment level on the salary scale on the first day of the pay period in which the anniversary date of the employee's employment with the Division occurs. For the purpose of this Article:
WAGES AND PAY PRACTICES. 8.0 Wages and Pay Practices The salary ranges are set by the Board of Directors. All salary ranges for the Office and Field Unit have nine steps with 5% between the first seven steps and 3.5% between the seventh and the eighth step and 2.0% between the eight and ninth step. Entry level is normally the first step. Upon completion of probation (six months), the employee progresses to the next higher step in the range. Based upon satisfactory progress as documented in a written evaluation, an employee will receive the next step after one full year on paid status from date of completion of the probationary period and an additional step after each full year on paid status through the eighth step. An employee is eligible for the ninth step after two years at the prior step. A merit increase may be denied by the department manager when an employee’s job performance falls below acceptable work standards for the duties assigned. The department manager may, in such a case, recommend a special evaluation. The special evaluation shall describe perceived performance problems and actions to be taken by the employee to correct these deficiencies. The employee’s work performance will be reviewed again before the next review date on a date that is mutually agreeable to the department manager and the employee that would allow the employee sufficient time to correct the deficiencies. If a merit increase is granted at that time, the employee’s original review date shall not change and s/he shall be eligible for the next merit increase after one year on paid status from the original review date. If a merit increase is denied a second time, the employee will receive monthly evaluations for a period not to exceed ninety (90) days outlining specific goals needed to achieve satisfactory performance. The General Manager shall be notified in all cases where an employee is placed on a special evaluation. Evaluations are not to be used as discipline; however, this section does not limit the District's right to discipline when appropriate.
WAGES AND PAY PRACTICES. A. The salary ranges are set by the Board of Directors. All salary ranges for the Mid-Management Unit have nine steps with 5% between the first seven steps and 3.5% between the seventh and the eighth step and 2.0% between the eighth and ninth step.
WAGES AND PAY PRACTICES. November 27 - SJASD Document #3 Amend Article 9.02 as follows:
WAGES AND PAY PRACTICES
