Common use of Classification and Pay Clause in Contracts

Classification and Pay. Section 1. The pertinent provisions of ▇▇▇▇ 1400.25 and EOP 15-10 Chapter 13, will apply to classification and pay administration for local employees, except as otherwise provided in this Master Agreement. Section 2. Non-income-generating (non-commission) hours are the hours commission-paid employees spend on management-assigned jobs or duties and for which they receive the scheduled rate of pay authorized for their assigned grade and step instead of the commission rate. Local managers or supervisors will determine when non-income-generating hours are to be used. The following are conditions or situations over which commission-paid employees have no control, which prevent them from earning commission wages. The following will be designated non-income-generating hours: A. The employee is assigned work for which commissions are not earned and which are outside of and unconnected to duties which produce income. Examples include product preparation or general housekeeping duties in a central kitchen or food sales facility. B. The employee is assigned administrative tasks. C. The employee is required to attend a training session. D. Basic equipment or work area isn't available because of breakdown, renovation, flooding, fire, etc. E. Administrative leave (death in family, etc.). Non-income-generating (noncommission) hours are recorded on the time sheet as both regular and holiday hours. F. Any period of preventive or actual maintenance performed on the vehicle or equipment used by a commission paid employee which exceeds one hour. G. On a regular basis, commission hours worked should be at least 90% of the scheduled workweek hours, except for periods of authorized leave or for periods of Agency required training. H. Where commission earnings regularly fall below the employee's fringe benefit rate, Management will review customer shopping patterns, mobile routes, and workload, as appropriate, in order to improve sales, where possible. Section 3. HPP employees will be eligible for shift differential pay without regard to the employee's employment category: ▇. ▇▇▇▇▇▇▇▇▇ to 7 1/2 percent of the hourly rate for regularly scheduled non-overtime work, the majority of the hours of which occur between 1500 and 2400 hours, and B. Amounting to 10 percent of the hourly rate for regularly scheduled non-overtime work, the majority of the hours of which occur between 2300 and 0800. When authorized shift differential is payable for the entire shift. A majority of hours for purposes of this paragraph is a number of whole hours greater than one-half of the regularly scheduled (non-overtime) shift, to include meal breaks of 1 hour or less. (For example, an employee must work 5 hours of a scheduled 8-hour shift during the period covered by night differential to qualify for payment). C. Shift differential will be included as a part of the rate of basic pay in the computation of overtime pay, holiday pay, Sunday premium pay, sick leave, vacation leave, and lump sum payments for vacation leave only. Section 4. The section below is derived from Chapter 13, EOP 15-10, Managing Human Resources, and are summarized here for the convenience of all parties. A. Sunday premium pay for PFP/PB employees is paid only to RFT/TFT categories scheduled to work a minimum of an eight-hour shift. Sunday premium pay is an additional 25% of the HPSOR\HH¶V EDVLF SD\ IRU WKH UHJXODUO\ VFKHGXOHG 6 exceed 8 hours. Sunday premium pay is only paid for actual hours worked (does not include Vacation Leave, Sick Leave or LWOP hours). B. All categories of C&T employees, regardless of whether they are RFT, RPT, INT, TFT, or TPT are eligible for Sunday premium pay at the rate of 25% of their basic rate of pay for all hours worked in their assigned shift (up to a maximum of 8 hours), provided they are regularly scheduled to work on a Sunday. Section 5. The provisions of AR 215-8/AFI 34-211(I), Army and Air Force Exchange Operations will apply to job grading appeals, in accordance with the following: if an employee does not agree with a supervisor's informal explanation of a job grade, the Agency will make available to the employee the job standards, position description and analysis of the classification action before the employee files an official appeal at the First Review Stage. Section 6. The Council agrees that the Agency may exercise its discretion in the administration of Market Based Pay (MBP) merit and bonus payments and the Hourly Pay Plan (HPP) (Pay for Performance (PFP)/ Crafts and Trades (C&T)) Team Award without negotiation as long as the merit and bonus payment program for MBP employees utilizes the same formula for bargaining unit and non-bargaining unit employees.

Classification and Pay. Section 1. The pertinent provisions of ▇▇▇▇ 1400.25 and EOP 15-10 Chapter 13, will apply to classification and pay administration for local employees, except as otherwise provided in this Master Agreement. Section 2. Non-income-generating (non-commission) hours are the hours commission-paid employees spend on management-assigned jobs or duties and for which they receive the scheduled rate of pay authorized for their assigned grade and step instead of the commission rate. Local managers or supervisors will determine when non-income-generating hours are to be used. The following are conditions or situations over which commission-paid employees have no control, which prevent them from earning commission wages. The following will be designated non-income-generating hours: A. The employee is assigned work for which commissions are not earned and which are outside of and unconnected to duties which produce income. Examples include product preparation or general housekeeping duties in a central kitchen or food sales facility. B. The employee is assigned administrative tasks. C. The employee is required to attend a training session. D. Basic equipment or work area isn't available because of breakdown, renovation, flooding, fire, etc. E. Administrative leave (death in family, etc.). Non-income-generating (noncommission) hours are recorded on the time sheet as both regular and holiday hours. F. Any period of preventive or actual maintenance performed on the vehicle or equipment used by a commission paid employee which exceeds one hour. G. On a regular basis, commission hours worked should be at least 90% of the scheduled workweek hours, except for periods of authorized leave or for periods of Agency required training. H. Where commission earnings regularly fall below the employee's fringe benefit rate, Management will review customer shopping patterns, mobile routes, and workload, as appropriate, in order to improve sales, where possible. Section 3. HPP employees will be eligible for shift differential pay without regard to the employee's employment category: ▇. ▇▇▇▇▇▇▇▇▇ to 7 1/2 percent of the hourly rate for regularly scheduled non-overtime work, the majority of the hours of which occur between 1500 and 2400 hours, and B. Amounting to 10 percent of the hourly rate for regularly scheduled non-overtime work, the majority of the hours of which occur between 2300 and 0800. When authorized shift differential is payable for the entire shift. A majority of hours for purposes of this paragraph is a number of whole hours greater than one-half of the regularly scheduled (non-overtime) shift, to include meal breaks of 1 hour or less. (For example, an employee must work 5 hours of a scheduled 8-hour shift during the period covered by night differential to qualify for payment). C. Shift differential will be included as a part of the rate of basic pay in the computation of overtime pay, holiday pay, Sunday premium pay, sick leave, vacation leave, and lump sum payments for vacation leave only. Section 4. The section below is derived from Chapter 13, EOP 15-10, Managing Human Resources, and are summarized here for the convenience of all parties. A. Sunday premium pay for PFP/PB employees is paid only to RFT/TFT categories scheduled to work a minimum of an eight-hour shift. Sunday premium pay is an additional 25% of the HPSOR\HH¶V EDVLF SD\ IRU WKH UHJXODUO\ VFKHGXOHG 6 employee’s basic pay for the regularly scheduled Sunday work, for the entire shift worked, not to exceed 8 hours. Sunday premium pay is only paid for actual hours worked (does not include Vacation Leave, Sick Leave or LWOP hours). B. All categories of C&T employees, regardless of whether they are RFT, RPT, INT, TFT, or TPT are eligible for Sunday premium pay at the rate of 25% of their basic rate of pay for all hours worked in their assigned shift (up to a maximum of 8 hours), provided they are regularly scheduled to work on a Sunday. Section 5. The provisions of AR 215-8/AFI 34-211(I), Army and Air Force Exchange Operations will apply to job grading appeals, in accordance with the following: if an employee does not agree with a supervisor's informal explanation of a job grade, the Agency will make available to the employee the job standards, position description and analysis of the classification action before the employee files an official appeal at the First Review Stage. Section 6. The Council agrees that the Agency may exercise its discretion in the administration of Market Based Pay (MBP) merit and bonus payments and the Hourly Pay Plan (HPP) (Pay for Performance (PFP)/ Crafts and Trades (C&T)) Team Award without negotiation as long as the merit and bonus payment program for MBP employees utilizes the same formula for bargaining unit and non-bargaining unit employees.