Progressions Sample Clauses
The PROGRESSIONS clause defines the requirements and procedures for advancing through different stages or phases of a project or contractual relationship. Typically, it outlines the criteria that must be met before moving from one phase to the next, such as completion of deliverables, approval by a supervising party, or achievement of specific milestones. This clause ensures that work proceeds in an orderly and controlled manner, helping to manage expectations and reduce the risk of disputes over project status or readiness to proceed.
Progressions. Progressions will be based on the employee’s formal training and on-the- job performance as judged by the Employer. The Employer retains the right to withhold an employee’s progression for a period of six (6) months. The employee shall be advised one (1) month prior to progressions date of the reason for withholding normal progression and performance shall be reviewed by the Employer at the end of the six (6) month period. If performance and progress are judged to be satisfactory, progression may be granted from that date. If progress and performance are still unsatisfactory, the employee’s employment may be terminated or transferred or such other option may be taken which, in the Employer’s opinion is suitable.
Progressions. In all positions included in the Bargaining Unit with levels of progression, the employee may be promoted to the following level, if he/she has obtained satisfactory evaluations, complied with the required time in the previous level and if his/her supervisor recommends him/her. All employees who rise to the next level shall receive 4% salary increase for each level of progression.
Progressions. When an employee is prevented in progressing in his classification due to the fact that the Company has not offered the course or courses required for his progression or when even though the same has been offered, the Company has not allowed him to attend the training although he requested it on time and was available to take it or them, the Company shall approve his progression with the condition that the employee approves the training later on. In all cases where the employee has been performing the work or the functions of a position in a satisfactory manner, for a period greater than eighteen (18) months, it will be considered that he has approved the training. He may be able to modify this period by means of a written agreement between the parties, as long as the employee has performed the functions in a satisfactory manner during a period greater than twelve (12) months. Notwithstanding, the employee will be obligated to take the corresponding training.
Progressions. 23.01 New Employees will normally start at the probation rate, and will progress to the “balance of the 1st year” rate on satisfactory completion of six (6) months’ probation. Hiring date will be the anniversary for subsequent progress within a classification. Appointment to a different position establishes a new progression date.
23.02 Performance Reports will be made every three (3) months during the probation period, and progression within the classification will be automatic unless an unfavourable performance report is made, and a copy filed with the Union and with the Employee concerned at least one (1) month before the progression date.
23.03 Changes in rate of pay will become effective at the beginning pay period nearest to the related anniversary.
Progressions. A// rates of pay include retroactivity from May to date of ratification (November 2007). This to be paid on a separate cheque. Due to the unusual nature of depositing “bank deposits”, no employee who expresses a reluctance to make the deposits will be forced to do so.
Progressions. New Employees (not hired at the maximum rate) will receive an increase on successful completion of the probationary period.
Progressions. Full-time employees within their position classification will progress from the "start rate" to the "one year rate" and so on, on the basis of hours worked at the "start rate" to the "one year rate" and so on. and paid for, and hours not worked and paid for by the Employer and hours not worked and paid for under the Workers' Compensation Act shall be considered hours worked for the purposes of computing to the next higher rate within their ion classification Part-time employees within their position classification "start rate" to the "one year rate" and so on, on the is of hours worked at the "start rate" to the "one year rate'' and Hours worked and paid for, and hours not worked and paid for by and hours not worked and paid for under the Workers' Compensation Act shall be considered hours worked for the purposes of computing eligibility to progress to the next higher rate within their position classification. There shall be no pyramiding of premium pay, overtime pay, sick paid holiday pay. All hours worked and hours paid during the probationary shall be counted towards hours required to move from t o year rate
Progressions. In classifications where a progression system applies, each year’s progression shall not be automatic, but shall be based on skill, ability, qualifications and the successful completion of applicable courses and training. If the progression is withheld, management shall notify the employee and give reason for it being withheld. Routine progression shall not be delayed beyond six (6) months. At the end of this period, the employee’s progress and general performance shall again be reviewed and if found satisfactory, the employee shall be granted routine progression. If an employee’s progress and general performance is not satisfactory, he shall be transferred, dismissed or may be frozen at his present position. However, none of the aforementioned applies to the first six (6) months in the position.
Progressions. A Trade Qualification in Commercial Transport certification is recommended but not required for all mechanics hired. Mechanic “A” is a journeyman certified mechanic with a minimum of three (3) years experience as a journeyman. Mechanic is a journeyman certified mechanic with less than three (3) years experience as a journeyman. Mechanic is an apprentice. If time off is required to attend work related courses or seminars not required by the Employer, the Employer will allow the time off, up to eighty (80) hours per calendar year (except for apprentices who may require more time off to obtain certification), subject to staffing, and the employee shall make up the time lost at straight time. With respect to the day the employee writes the Trade Qualification examination, paid time off will be allowed, including travel time, where it occurs, in what would have otherwise been part of the employee’s regular shift. Where an apprenticeship program in the maintenance facility is in effect and an employee is so enrolled, then time off required to attend classes shall be paid at straight time provided any funds they receive are reimbursed to the Employer. An Apprentice in their 4th year of employment with the Employer, upon proof of obtaining Provincial certification as a Journeyman Mechanic, will be paid the Mechanic rate. Shift differential of One Dollar ($1 per hour shall be paid to Maintenance staff in accordance with The shift differential shall be paid for the regular hours of the shift and includes the shift hours worked by replacement personnel, but will not be paid to overtime hours attached to the shift. Shift differential is to be paid to full shifts that both commence and finish during the hours of and Shift differential premium shall be included as “normally earned” pay for vacation pay purposes. Premium pay at time and a half shall be paid for all hours worked between and the end of the service day on New Year’s Eve. A Maintenance Leadhand will be appointed as needed by the Maintenance Manager. Leadhands are required to have either a Trades Qualification as a Commercial Transport or Automotive Mechanic, or a Certificate of Apprenticeship as a Commercial Transport or Automotive Mechanic. The premium for the Leadhand Mechanic is outlined in Appendix A Except in cases where pay differentials occur based on an individual’s experience, when an employee relieves in a higher paid position, that employee will be paid the higher rate of pay.
Progressions. 1. Employees hired after May 1, 1997 shall progress from starting rate of $7.50 per hour [or market rate] and shall progress to the top rate in five 18 month steps with a step at the first nine (9) months. To compute the raise from each full step the difference between the employee's current rate and the top rate shall be divided by the number of steps left in the progression.
2. The following are tile progression steps for employees hired before May 1, 1997:
Step 1 - First 13 calendar weeks of employment Step 2 - Second 13 calendar weeks of employment Step 3 - Third 13 calendar weeks of employment Step 4 - Fourth 13 calendar weeks of employment Step 5 - Fifth 13 calendar weeks of empIo3/ment Step 6 - Sixth 13 calendar weeks of employment Step 7 - Seventh 13 calendar weeks of employment Step 8 - Thereafter
3. An employee with less than thirty-nine (39) weeks comparable experience in the last two (2) years shall start at Step I.
4. An employee with over thirty-nine (39) weeks comparable experience in the last two (2) years shall start at Step 4.
5. For the purpose of this Section only, a calendar week starts the first Wednesday an employee works within a given job classification.
6. Previous Company experience may be credited in full.