Common use of INCREMENTAL ADJUSTMENTS Clause in Contracts

INCREMENTAL ADJUSTMENTS. 1) Temporary full-time employees who are rehired in their former classification shall have previous service considered, provided their re-engagement is less than six (6) months after their last termination. 2) Employees will progress to their appropriate incremental level upon completion of the required months of service. 3) Incremental adjustments may be withheld on the basis of performance and subject to approval by the Manager, Employee Relations or designate. 4) In cases of voluntary demotion, the employee will maintain his/her current salary unless this does not put the employee on a defined level, in which case the salary will be moved to the next higher level. Notwithstanding this, the employee shall not enter the new range at higher than level 5. 5) In cases of disciplinary demotion, reduction in strength or reclassification to a lower level by the University, the employee will retain his or her current salary until it falls within the new range. 6) In cases of promotion, the employee will enter at no less than level 2 of the new range and/or no higher than five percent (5%) above the employee's previous wage unless this does not put the employee on a defined level, in which case the salary will be moved to the next higher level.

INCREMENTAL ADJUSTMENTS. 1) Temporary full-time employees who are rehired in their former classification shall have previous service considered, provided their re-engagement is less than six (6) months after their last termination. 2) Employees will progress to their appropriate incremental level upon completion of the required months of service. 3) Incremental adjustments may be withheld on the basis of performance and subject to approval by the Manager, Employee Relations or designate. 4) In cases of voluntary demotion, the employee will maintain his/his or her current salary unless this does not put the employee on a defined level, in which case the salary will be moved to the next higher level. Notwithstanding this, the employee shall not enter the new range at higher than level 5. 5) In cases of disciplinary demotion, reduction in strength or reclassification to a lower level by the University, the employee will retain his or her current salary until it falls within the new range. 6) In cases of promotion, the employee will enter at no less than level 2 of the new range and/or no higher than five percent (5%) above the employee's previous wage unless this does not put the employee on a defined level, in which case the salary will be moved to the next higher level.