Common use of Transition Program Clause in Contracts

Transition Program. 1. Earnings Protection for Incentive Rated Jobs a. During the course of the 2003 Basic Labor Agreement Employees who incurred an earnings loss as a result of the initial comparative slotting of their previous job into the new position box or rotation and training through functional assignments (former jobs) encompassed within that position box that had a lower incentive earnings opportunity than their former incumbent job prior to restructuring, received an Earnings Protection adjustment. This Earnings Protection adjustment was calculated as set forth below: The Employee’s pay period average actual earnings per hour (Base Rate of Pay + incentive) was compared to the Employee’s 2003 hourly vacation rate in effect just prior to the Effective Date of the 2003 Basic Labor Agreement. Those Employees who remain eligible for Earning Protections as set forth in this Section C-1 will continue to receive the higher of their pay period average actual earnings per hour or the 2003 hourly vacation rate for all hours paid in the pay period. b. Earnings Protection will not be paid for any Employee hired after May 20, 2003. Active Employees as of the effective date of this Agreement will continue to be eligible to receive Earnings Protection as long as they remain on the original job into which they were slotted pursuant to Workplace Restructuring in 2003 or promote within their applicable line of progression. Further, an Employee shall not receive Earnings Protection if unit productivity or incentive performance is lower than what was reasonably attainable. c. In the event that an Employee is assigned temporarily at the request or direction of the Company from his/her incumbent job to another job, such Employee will receive the Regular Rate of Pay for the job worked or his/her incumbent rate of pay whichever is higher. This provision shall not affect the rights of any Employee or the Company under any other provisions of this Agreement. 2. Hourly Differential (Red Circle) for Non-Incentive Rated Jobs a. Should an Employee hired prior to May 20, 2003, who has remained in the original job to which s/he was initially slotted during Workplace Restructuring in 2003, continue to have an incumbent standard hourly wage rate under the August 1, 1999 Basic Labor Agreement (the 1999 Hourly Rate) that is higher than the established hourly Base Rate of Pay for the original position box to which his/her former incumbent job was slotted during workplace restructuring, an hourly differential (Red Circle) shall be determined for each Employee and added to all hours paid whether or not such hours are worked. b. Such Red-Circle adjustment shall not be applicable to Employees who receive Earnings Protection pursuant to Article Nine, Section C(1) and shall cease to apply upon the occurrence of any of the following events: (1) the Base Rate of Pay of the Employee’s new job meets or exceeds his former Standard Hourly Wage Rate, or (2) the Employee moves from the job into which he/she was originally slotted as a result of promotion, demotion, or for any other reason.

Transition Program. ‌ 1. Earnings Protection for Incentive Rated Jobs a. During the course of the 2003 Basic Labor Agreement Employees who incurred an earnings loss as a result of the initial comparative slotting of their previous job into the new position box or rotation and training through functional assignments (former jobs) encompassed within that position box that had a lower incentive earnings opportunity than their former incumbent job prior to restructuring, received an Earnings Protection adjustment. This Earnings Protection adjustment was calculated as set forth below: The Employee’s pay period average actual earnings per hour (Base Rate of Pay + incentive) was compared to the Employee’s 2003 hourly vacation rate in effect just prior to the Effective Date of the 2003 Basic Labor Agreement. Those Employees who remain eligible for Earning Protections as set forth in this Section C-1 will continue to receive the higher of their pay period average actual earnings per hour or the 2003 hourly vacation rate for all hours paid in the pay period. b. Earnings Protection will not be paid for any Employee hired after May 20, 2003. Active Employees as of the effective date of this Agreement will continue to be eligible to receive Earnings Protection as long as they remain on the original job into which they were slotted pursuant to Workplace Restructuring in 2003 or promote within their applicable line of progression. Further, an Employee shall not receive Earnings Protection if unit productivity or incentive performance is lower than what was reasonably attainable. c. In the event that an Employee is assigned temporarily at the request or direction of the Company from his/her incumbent job to another job, such Employee will receive the Regular Rate of Pay for the job worked or his/her incumbent rate of pay whichever is higher. This provision shall not affect the rights of any Employee or the Company under any other provisions of this Agreement. 2. Hourly Differential (Red Circle) for Non-Incentive Rated Jobs a. Should an Employee hired prior to May 20, 2003, who has remained in the original job to which s/he was initially slotted during Workplace Restructuring in 2003, continue to have an incumbent standard hourly wage rate under the August 1, 1999 Basic Labor Agreement (the 1999 Hourly Rate) that is higher than the established hourly Base Rate of Pay for the original position box to which his/her former incumbent job was slotted during workplace restructuring, an hourly differential (Red Circle) shall be determined for each Employee and added to all hours paid whether or not such hours are worked. b. Such Red-Circle adjustment shall not be applicable to Employees who receive Earnings Protection pursuant to Article Nine, Section C(1) and shall cease to apply upon the occurrence of any of the following events: (1) the Base Rate of Pay of the Employee’s new job meets or exceeds his former Standard Hourly Wage Rate, or (2) the Employee moves from the job into which he/she was originally slotted as a result of promotion, demotion, or for any other reason.

Transition Program. 1. Earnings Protection for Incentive Rated Jobs. a. During Effective with the course date of this Agreement, Employees will be slotted into the new job position boxes in the new lines of progression at the appropriate labor grade Base Rate of Pay in accordance with the agreements reached by the Parties during the 2003 Basic Labor Agreement negotiations. b. Employees who incurred would incur an earnings loss as a result of the initial comparative slotting of their previous job into the new position box or and/or rotation and training through functional assignments (former jobs) that are now encompassed within that their new incumbent position box that had have a lower incentive earnings opportunity than their former incumbent job prior to restructuring, received will receive an Earnings Protection adjustment. This Earnings Protection adjustment was will be calculated as set forth below: The Employee’s pay period average actual earnings per hour (Base Rate of Pay + incentive) was will be compared to the Employee’s 2003 hourly vacation rate in effect just prior to the Effective Date of the 2003 Basic Labor this Agreement. Those Employees who remain eligible for Earning Protections as set forth in this Section C-1 The Employee will continue to receive the higher of their the pay period average actual earnings per hour or the 2003 hourly vacation rate for all hours paid in the pay period. b. c. Earnings Protection will not be paid for any Employee hired after May 20, 2003the Effective Date of this Agreement. Active Employees as of the effective date of this Agreement will continue to be eligible to receive Earnings Protection as long as they remain on the original new job into which they were slotted pursuant to Workplace Restructuring in 2003 or promote within their applicable line of progression. Further, an Employee shall not receive Earnings Protection if unit productivity or incentive performance is lower than what was reasonably attainable. c. d. In the event that an Employee is assigned temporarily at the request or direction of the Company from his/her incumbent job to another job, such Employee will receive the Regular Rate of Pay for the job worked or his/her incumbent rate of pay whichever is higher. This provision shall not affect the rights of any Employee or the Company under any other provisions of this Agreement. 2. Hourly Differential (Red Circle) for Non-Incentive Rated Jobs a. Should an Employee hired prior to May 20, 2003, who has remained in the original job to which s/he was initially slotted during Workplace Restructuring in 2003, continue to have an incumbent standard hourly wage rate under the August 1, 1999 Basic Labor Agreement (the 1999 Hourly Rate) that is higher than the established hourly Base Rate of Pay for the original position box to which his/her former incumbent job was slotted during workplace restructuring, an hourly differential (Red Circle) shall be determined for each Employee and added to all hours paid whether or not such hours are worked. b. Such Red-Circle adjustment shall not be applicable to Employees who receive Earnings Protection pursuant to Article Nine, Section C(1) and shall cease to apply upon the occurrence of any of the following events: (1) the Base Rate of Pay of the Employee’s new job meets or exceeds his former Standard Hourly Wage Rate, or (2) the Employee moves from the job into which he/she was originally slotted as a result of promotion, demotion, or for any other reason.