Wage Differential. A wage differential of forty (40) cents per hour shall be paid to employees who start a regular daily work shift at or after 2:00 p.m. and prior to 11:00 p.m.
Wage Differential. Section 1. Secretarial employees who volunteer and receive training shall be allowed to distribute medication to students. The District shall pay one secretary per building $600 per school year in one lump sum payment for distributing medication.
Wage Differential. All Mid-Managers shall receive payment at the step in the salary range which is not less than five percent (5%) above his or her highest paid subordinate.
Wage Differential. 1. A part-time member assigned by the Chief as the EMS Quality Assurance Officer will be paid an additional 5% over that of a Paramedic for any hours worked that do not qualify as overtime.
Wage Differential. Clericals and other members of the bargaining unit who are requested by their administrator to work in a higher classification will be paid at the higher rate for such performance in accordance with Article XIV of this Agreement.
Wage Differential. Section 1. An increment of twenty-five cents (.25) per hour shall be paid for all hours worked between the hours of 10:00 PM and 6:30 AM.
Wage Differential. For hours worked on the afternoon shift, there shall be paid a premium rate of $.18 per hour. For hours worked on the night shift, there shall be a paid premium rate of $.27 per hour.
Wage Differential. If a contractor pays anyone, other than “Key Personnel”, above the negotiated Chapter Scale, everyone on the jobsite shall receive the highest scale paid. “Key Personnel” is defined as being members who have been in the contractors employment more than 6 months, and (by contractors choice), are being paid more than the negotiated Chapter Scale. Each contractor is to send a list of “Key Personnel” to the BAC Local #4 IN/KY main office and update that list every 6 months or whenever someone is added to or removed from the list. If “Key Personnel’s” name is not on the list at Local #4’s main office and contractor is paying he or she more than the negotiated Chapter Scale, then every BAC member on the jobsite will receive the higher scale.
Wage Differential. In lieu of all employee benefits or premium pay (except for overtime, shift differential, weekend premium, callback pay, standby pay, charge pay, certification pay, and one and one-half (1 1/2) times the hourly rate of pay whena recognized holiday is worked), supplemental nurses shall be paid a wage differential abovetheir longevity increment based upon their applicable availability tier. The Employer may determine whether and if so how many supplemental nurses may need to be utilized at a particular tier in a particular unit/operating area. The Employer may also determine the level of skills, experience or ability needed to be designated to a particular tier in a particular unit/operating area. Supplemental nurses will provide their available dates to Nursing Management by no later than thirty (30) days prior to the first day of the schedule period.
Wage Differential. THE PARTIES HEREBY AGREE AS FOLLOWS: Whereas the parties have been mutually working towards ratifying a new collective agreement, should the parties ratify the September 19, 2022, terms, the following would come into effect: The parties agree to review the cost-of-living increases jointly, as data becomes available, on the following Municipal Collective Agreements: - Strathcona County (AUPE Local 118) - The City of Edmonton (CUPE Local 30) - City of Spruce Grove (Operating Engineers Local 955) In the event that the average total annual cost-of-living increases of the above agreements is greater than the total 4-year term cost-of-living increases defined in the ratified collective agreement between CUPE 941 and the City, the City agrees to provide the difference in a cost -of- living increase effective December 31, 2025, to all active employees on December 31, 2025. Example St. Xxxxxx Strathcona Edmonton Spruce 2022 0% 1% 1% 1.75% 2023 1% 1% 2% 1% 2024 1.5% 1.5% 1% 1.25% 2025 2% 1% 1% 1% Total 4.5% 4.5% 5% 5% Average = 4.5% (Strathcona) +5% (Edmonton) +5% (Spruce) / 3 = 4.83% Top up = 4.83% - 4.5% = a 0.33% increase effective December 31, 2025. If all required data is not available until after December 31, 2025, the parties agree that as soon as the data becomes available and should there be increases due to the wage differential it would be applied on regular wages (excludes overtime and other premiums) retroactive to December 31, 2025. In the event that average increase is lesser or equal to the City’s total increase over 4 years then no cost-of-living adjustment shall be applied. Any disagreement arising out of this XXX related to the wage increases shall be subject to the grievance procedure as per Article 5 of the Collective Agreement. This XXX shall expire with the Collective Agreement. We, the undersigned, who have the authority to bind the City and the Union, understand the above and agree to be bound by these terms and conditions. Agreed this _6_ day of _January_ 2023. (electronic signature will be accepted) CITY OF ST. XXXXXX CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 941 Original signed by Xxxxxxx (Xxxx) Xxxxxxxx Original signed by Xxxxx Xxxxxx Chief Administrative Officer President, CUPE 941 Original signed by Xxxxx X’Xxxxxxx Original signed by Xxxxx Xxxxxxxx Manager, Labour Relations & Advisory Services Vice President, CUPE 941 April 4, 2023 April 4, 2023 Date Date XXX 2023-02 LETTER OF UNDERSTANDING BETWEEN THE CITY OF ST. XXXXXX AND CANADIAN UN...
