WAGES/COMPENSATION. WAGES/COMPENSATION
WAGES/COMPENSATION. Section 3
WAGES/COMPENSATION. 10.1 Employees will be paid wages as agreed in Schedule D or as otherwise agreed by the applicable Trade Union(s), applicable Representative Employers Organization(s) and the Owner. At no time shall the wage schedules in this Agreement exceed those set out in the applicable wage schedules in the current Provincial Collective Agreement. Any modifications to this Agreement shall require the Owner’s approval in writing.
10.2 In extraordinary circumstances and at the Owner’s discretion, elements of compensation may be adjusted in respect to specific Employees in particular Trades.
WAGES/COMPENSATION. 5.1 Wages and Job Classifications Beginning July 1, 2021 and continuing through June 30, 2022 the 2021-2022 Classified Wage Schedule will be increased by three and one-half percent (3.5%). In addition, to address the increase in minimum wage and the market rate of pay for bus drivers, the wages of Ranges A-C and Range J shall be increased according to the 2021-2022 wage schedule. Beginning July 1, 2022 and continuing through June 30, 2023 the 2022-2023 Classified Wage Schedule will be increased by three percent (3.0%). In addition, to address the increase in minimum wage and the market rate of pay for bus drivers, the wages of Ranges A-C and Range J shall be increased according to the 2022-2023 wage schedule.
WAGES/COMPENSATION. 23.01 Schedule “A” attached hereto is hereby made a part of this agreement.
WAGES/COMPENSATION. 24.1 In the first pay period of April, 2023, the Wage Scale set forth below shall become effective. Current employees will be placed on the Wage Grid as set forth in Appendix A to this Agreement. In the first pay period in April of each succeeding year, qualified employees shall move one (1) step and receive the same percentage change (cost of living) in the grids as received by the Town’s non-union employees. . Should employees receive a wage increase, the Wage Scale shall be amended accordingly. 6 $ $ $ $ $ $ $ $ $ 7 $ 20.37 $ 21.08 $21.82 $22.58 $23.37 $24.19 $25.04 $25.92 $26.83 8 $ $ $ $ $ $ $ $ 9 $ 24.20 $ 25.05 $ 25.93 $ 26.84 $ 27.78 $ 28.75 $ 29.76 $ 30.80 $ 31.88 10 $ $ $ $ $ $ 11 $ 28.75 $ 29.76 $ 30.80 $ 31.88 $ 33.00 $34.16 $ 35.36 $36.60 $37.88 12 $ $31.34 $ $32.44 $ $33.58 $ $34.76 $ $35.98 $ $37.24 $ $38.54 $ $39.89 $ $41.29 The Union agrees and acknowledges that the Town shall not be obligated as of April 6, 2020 to make any financial contributions to employee Flexible Spending Accounts. (This contribution was not a negotiated benefit contained in the parties’ current Collective Bargaining Agreement.)
24.2 To qualify for a step an employee must have an evaluation indicating the employee is performing at a satisfactory level including serious consideration of any sustained disciplinary actions.
24.3 A $1.00 per hour shift differential shall be paid to employees for any work time scheduled and worked between the hours of 6:00 PM and 6:00 AM.
WAGES/COMPENSATION. 2 For the 2005/2006 year, each cell of the salary schedule will have 0.83¢ added to the 3 hourly rate. The CAP of $780.88 per month for health benefits will not be increased, nor will the 4 longevity steps be increased.
WAGES/COMPENSATION. 24.1 In the first pay period in April 2016, the Town will increase the current wage grid by 1%; add a step that is an increase of 1.75% to the top of the current wage grid; and move all qualified employees up one step on the wage grid. In the first pay period in April 2017, employees will receive the same wage increase as the Town provides to its non-union employees, i.e. the same percentage change of the grid and/or allowance for a step to those qualified for it. Below is a copy of the new grid.
WAGES/COMPENSATION. 24.1 In the first pay period in April 2018, the Town will increase the current wage grid by 1% and move all qualified employees up one step on the wage grid. In the first pay periods in April 2019 and April 2020, employees will receive the same wage increases as the Town provides to its non-union employees, i.e. the same percentage change of the grids and/or allowance for a step to those qualified for it. Below is a copy of the new grid effective April, 2018. Admin. Asst. 14 $16.12 $16.69 $17.27 $17.88 $18.49 $19.14 $19.82 $20.16 PT Patrol 17 $18.93 $19.58 $20.28 $20.99 $21.72 $22.48 $23.26 $23.67 Patrol 18 $19.97 $20.66 $21.39 $22.14 $22.92 $23.71 $24.54 $24.97 Sergeant 21 $23.45 $24.27 $25.12 $26.00 $26.92 $27.85 $28.83 $29.33 Lieutenant 24 $27.53 $28.50 $29.50 $30.53 $31.60 $32.70 $33.85 $34.44 April 2017
24.2 To qualify for a step an employee must have an evaluation indicating the employee is performing at a satisfactory level including serious consideration of any sustained disciplinary actions.
24.3 A $1.00 per hour shift differential shall be paid to employees for any work time scheduled and worked between the hours of 6:00 PM and 6:00 AM.
