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 their classification meets or exceeds 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 Clause 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 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 Clause 14.2(e) (Hours of Work) in a classification other than the employee's own. In such circumstances, they will be paid at Step 4 of the classification in which the employee is working. An employee will lose their wage protection (status) rates: if they post to a different classification prior to April 1, 2013; when 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 they bump 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. 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%).
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. 12.13 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. Continuation of Group Insurance, Dental and Medical Benefits during Layoff
Wage Protection. Y.3 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. (7) 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 Authority/Health Organization but elects to fill a Grade III (Grid Level 9) vacancy or bump a Grade III (Grid Level 9) position would be paid at Grade III (Grid Level 9)).
Wage Protection. Article 19.01 shall not have any effect during the term of the agreement.
Wage Protection. A. If an employee is reclassified to a higher grade the new wage rate for the reclassified employee will be commensurate with the market average, the responsibilities of the position, job description and experience but not less than a five (5 %) percent of the employees current salary. After the results of the market survey are reached and before any changes are made, there will be a discussion between XXXX’s Employee Relations Department and CWA.
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).
