WAGE ADMINISTRATION Clause Samples
The Wage Administration clause establishes the procedures and standards for determining, paying, and adjusting employee wages within an organization or under a contract. It typically outlines how wage rates are set, the process for making wage adjustments due to factors like cost-of-living increases or changes in job duties, and the documentation required for wage changes. This clause ensures consistency and fairness in wage practices, helping to prevent disputes and maintain compliance with applicable labor laws.
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WAGE ADMINISTRATION. Wage Increases
21.01 Except as otherwise provided in Appendix C of this Agreement, the time interval from one step to the next on the salary groups shall be 12 months.
21.02 The time interval shall begin, for an employee who is engaged or re-engaged:
(a) between the first and fifteenth day of a month inclusive - on the first day of that month,
(b) on or after the sixteenth day of a month - on the first day of the following month.
21.03 Wage increases shall be granted on the basis of satisfactory performance as determined by the Company, and may be granted at intervals specified in the salary groups in Appendix C, or be deferred for a period determined by the Company. Where an increase is deferred, the employee concerned and the Representative of the Union shall be informed of the reasons for such action. Increases and decreases in the basic rates of pay shall not be made effective while an employee is absent due to leave, accident, sickness or quarantine.
21.04 The effective day for an increase shall be the first day of the bi-weekly pay period closest to the first day of the month. Promotional Pay Treatment
21.05 Where an employee is promoted, the rate of pay on promotion shall be the rate on the salary group of the new job which grants the closest higher rate. The months accumulated since the last scheduled increase prior to promotion shall be credited to the employee on the salary group of the new job. However, the number of months so accumulated is limited to the time interval to reach the next step of the salary group as outlined in Appendix C of this Agreement. For employees at top step of their current salary group, the next scheduled increase will take place on their Net Credited Service (NCS) anniversary. Temporary Work Assignments
(a) Where an employee is temporarily assigned to a job in a higher salary group and has completed at least one (1) full tour of duty, the pay treatment for the period of such temporary assignment shall be in accordance with Section 21.05.
(b) Where an employee is temporarily assigned to a job in a higher salary group and is confirmed in that position, she shall maintain the same rate of pay acquired while on the temporary assignment.
21.07 Under certain conditions, of which the Union shall be notified, higher rates than those called for by the salary groups filed with this Agreement may be paid by the Company to individual employees, where in the Company's judgment such rates are appropriate. Pay Days
21.08 An employee ...
WAGE ADMINISTRATION. The rules governing salary treatment further to a revision or reclassification shall be the following: • if the occupation is downgraded the employee will benefit from wage protection (for clarity, the employee’s rate of pay prior to the downgrade) for the duration of the Collective Agreement and will be entitled annually to a $750.00 lump sum in lieu of a bargained increase as described in Attachment C of the Collective Agreement until the top salary rate for her salary group exceeds her current rate. • if the occupation is upgraded the pay adjustment will be effective from the date of the request.
WAGE ADMINISTRATION. If an employee is temporarily assigned to a higher rated job classification, the employee will be paid at the higher rate of pay for all hours worked during the temporary assignment. If an employee is temporarily assigned to a lower rated job classification, the employee’s rate of pay will not be reduced and he will maintain his regular rate of pay. When a job and/or classification is introduced into the Warehouse, the Company will establish, on a temporary basis, the wage rate and/or classification, qualifications and job duties. The Company and the Union Committee will meet within five working days of the introduction of the new job. The purpose of the meeting is to attempt to reach an agreement on a permanent wage rate and/or classification. If the Union Committee and the Company cannot agree, the Union may, within 7 days of the meeting, submit a grievance starting at Step 3 of the grievance procedure. If the matter is referred to arbitration, the arbitrator’s decision will be final and binding on the parties.
WAGE ADMINISTRATION. 22.01 Employees shall be classified and paid in accordance with wage structure for classifications set forth in Appendix “A” attached. All regular employees will be paid on a bi-weekly basis on the basis of hours worked. Casual employees will be paid at the pro-rated hourly rate equivalent to the start step for their job or a pro-rated hourly rate based on the appropriate step on the salary scale which will recognize the employee’s accumulated service with the Employer in the same or related job.
22.02 This Agreement shall not be so construed as to reduce the rates of pay of any employee within the Bargaining Unit, nor shall it be so construed that any regular employee may not be given an increase in pay before the period specified up to the maximum of the salary scales set out in Schedule “A” attached, except that all accelerated salary progression will be discussed and agreed in advance with the Union.
22.03 Where the Employer hires new regular employees having directly related previous experience for the position being filled, such employees may be paid a beginning salary not exceeding the one (1) year rate for the job unless by agreement with the Union.
22.04 An employee working regularly on a combination of classifications, for example, each day, each week, or on a regular recurring basis, shall be paid in the salary range of the highest classification worked.
22.05 An employee assigned to a higher job classification or temporarily replacing another employee in such higher classification, shall be paid at the higher rate, as provided in 22.06 following, for the period so employed.
WAGE ADMINISTRATION. 10.1 Wages shall be paid bi-weekly on Thursdays, by direct deposit. The cut-off day for the purpose of calculating wages due will be the preceding Sunday.
10.2 The Municipality shall provide each Employee with a statement at the time of paying wages which shows the hours paid, the rate of pay, the overtime hours, deductions from wages and the net amount paid to the Employee.
10.3 Employees shall be entitled to the wage rates as indicated in Appendix A.
WAGE ADMINISTRATION. M5.01 An employee requested to temporarily perform work of one (1) day or more which is paid at a higher base rate shall receive the higher rate of pay for the hours worked in the position.
M5.02 An employee who is requested to temporarily perform work which is paid at a lower base rate of pay shall maintain the base rate of pay in his classification.
WAGE ADMINISTRATION. An employee temporarily assigned to a higher paying position will be entitled to a temporary wage increase for each hour or portion thereof on the temporary assignment. The employee will receive the wage rate for the higher paying position that is closest to and higher than their current rate of pay.
WAGE ADMINISTRATION. 37.01 All jobs are classified and the job rates appear in Schedule “A” attached hereto, which is made part of this agreement.
WAGE ADMINISTRATION. 33.1 The Employer shall pay a new employee a rate higher than the starting rate for the job based on directly related experience providing the Employer feels that the employee has directly related experience and qualifications for the job. The Employer shall pay the employee the full rate for the job prior to the expiry of the probationary period if the Employer feels that the employee's performance meets the job requirements prior to the expiry of the probationary period. The normal probationary period is the equivalent of a total of sixty (60) full working days.
33.2 Where a new employee is hired into a position and it is assumed the employee has specific required skills, the employee will be hired at the starting rate. The Employee will receive full rate after having proven that the employee has the required skills; this can be earlier than sixty (60) working days in accordance with Clause 33.1 but not later than one (1) year from the date of hire. An employee who does not receive the full rate after sixty (60) working days employment will be reviewed every three (3) months until the full rate is achieved. Where an employee is not given an increase at the end of a three (3) month period the employee will receive a copy of the appraisal report and the Union will be informed.
33.3 Where a new employee with no previous related experience is hired into a beginning level position the employee will receive the full rate after the probationary period.
33.4 Where an existing employee bids on and is accepted to a higher level position which has similar requirements to the employee=s old position the employee will receive:
(1) The starting rate for the job provided that this gives a minimum of three percent (3%) increase.
(2) Where the starting rate provides less than a three percent (3%) increase the full rate for the job would be paid.
33.5 Where an existing employee bids on and is accepted for a job where the requirements are different from the former position the employee will be paid the starting rate for the position. The employee will receive the full rate for the position after proving that the employee has the skills required. Similarly to Clause 33.2, this can be earlier than sixty (60) working days but not later than one (1) year from date of promotion.
33.6 Where a successful applicant to a position is placed on a pay step other than the starting rate the Union will be informed and upon request a representative of Human Resources and the Department co...
WAGE ADMINISTRATION. 13.1 The Company shall have the right to determine the amount of wage credit for new employees who possess experience or training which qualify those individuals for rates of pay greater than the specified starting rates.
13.2 Employees transferring to a higher-rated position will be paid at the next higher wage rate on the new schedule above the employee’s present rate.
13.3 Employees transferring to lower-rated positions will be paid at the rate that is equal to or the next rate lower than the employee’s present rate of pay.