Common use of Wage Protection Clause in Contracts

Wage Protection. Wage protection shall apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), while they are in their current classifications. Wage protection shall apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Wage protection applies to: • additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in their classification; • overtime hours in the employee’s classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article 24.1(c) (Job Postings) in the employee’s classification. Wage protection rates do not apply to: • additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in classification other than the employee’s own. In such circumstances, they will be paid at Step 4 of the classification in which the employees is working. All employees shall lose their wage protection (status) rates when: • they post to a different classification; • they are demoted by the Employer as a result of disciplinary action; • regular employees achieve a casual position except where it is a temporary assignment directed by the Employer; • they bump under layoff provisions into a different job family or into a different grid level.

Wage Protection. Wage protection shall will apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), while they are in their current classifications. Wage protection shall will apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Effective April 1, 2013, an employee with wage protection will receive 50% of all general wage increases until the new wage rate for her classification meets or exceeds her existing wage rate. Such increases shall be recognized as incumbent specific. Wage protection applies to: • additional straight-time hours worked by a regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in their her classification; • overtime hours in the employee’s 's classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article 24.1(c) (Job Postings) in the employee’s 's classification. Wage protection rates do not apply to: • additional straight-time hours worked by a regular full-time and regular part-time employees employee as per Article 14.2(e) (Hours of Work) in a classification other than the employee’s 's own. In such circumstances, they she will be paid at Step 4 of the classification in which the employees she is working. All An employees shall will lose their her wage protection (status) rates whenrates: • they post if she posted to a different classificationclassification prior to April 1, 2013; • they are when she is demoted by the Employer as a result of disciplinary action; • when regular employees achieve a casual position except where it is a temporary assignment directed by the Employer; • they bump when she bumps under layoff provisions into a different job family or into a different grid level.

Wage Protection. Wage protection shall will apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), while they are in their current classifications. Wage protection shall will apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Wage protection applies to: • additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in their classification; • overtime hours in the employee’s classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article 24.1(c) (Job Postings) in the employee’s classification. Wage protection rates do not apply to: • additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in classification other than the employee’s own. In such circumstances, they will be paid at Step 4 of the classification in which the employees is working. All employees shall will lose their wage protection (status) rates when: • they post to a different classification; • they are demoted by the Employer as a result of disciplinary action; • regular employees achieve a casual position except where it is a temporary assignment directed by the Employer; • they bump under layoff provisions into a different job family or into a different grid level.

Wage Protection. Wage protection shall will apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), while they are in their current classifications. Wage protection shall will apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Effective April 1, 2013, an employee with wage protection will receive 50% of all general wage increases until the new wage rate for her classification meets or exceeds her existing wage rate. Such increases shall be recognized as incumbent specific. Wage protection applies to: • additional straight-time hours worked by a regular full-time and regular part-time employees employee as per Article 14.2(e) (Hours of Work) in their her classification; • overtime hours in the employee’s 's classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article 24.1(c) (Job Postings) in the employee’s 's classification. Wage protection rates do not apply to: • additional straight-time hours worked by a regular full-time and regular part-time employees employee as per Article 14.2(e) (Hours of Work) in a classification other than the employee’s 's own. In such circumstances, they she will be paid at Step 4 of the classification in which the employees she is working. All An employees shall will lose their her wage protection (status) rates whenrates: • they post if she posted to a different classificationclassification prior to April 1, 2013; • they are when she is demoted by the Employer as a result of disciplinary action; • when regular employees achieve a casual position except where it is a temporary assignment directed by the Employer; • they bump when she bumps under layoff provisions into a different job family or into a different grid level.

Wage Protection. Wage protection shall will apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), while they are in their current classifications. Wage protection shall will apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Wage protection applies to: • additional straight-time straight-­time hours worked by regular full-time full-­time and regular part-time part-­time employees as per Article 14.2(e) (Hours of Work) in their classification; classification;; • overtime hours in the employee’s classification; 's classification;; • statutory holidays/annual vacation pay/sick leave; leave;; and • assignment of regular hours as per Article 24.1(c) (Job Postings) in the employee’s 's classification. Wage protection rates do not apply to: • additional straight-time straight-­time hours worked by regular full-time full-­time and regular part-time part-­time employees as per Article 14.2(e) (Hours of Work) in classification other than the employee’s 's own. In such circumstances, they will be paid at Step 4 of the classification in which the employees is working. All employees shall will lose their wage protection (status) rates when: • they post to a different classification; classification;; • they are demoted by the Employer as a result of disciplinary action; action;; • regular employees achieve a casual position except where it is a temporary assignment directed by the Employer; Employer;; • they bump under layoff provisions into a different job family or into a different grid level.

Wage Protection. Wage protection shall will apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), while they are in their current classifications. Wage protection shall will apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Wage protection applies to: • additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in their classification; • overtime hours in the employee’s 's classification; • statutory holidays/annual vacation pay/sick leave; and • assignment of regular hours as per Article 24.1(c) (Job Postings) in the employee’s 's classification. Wage protection rates do not apply to: • additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in classification other than the employee’s 's own. In such circumstances, they will be paid at Step 4 of the classification in which the employees is working. All employees shall will lose their wage protection (status) rates when: • they post to a different classification; • they are demoted by the Employer as a result of disciplinary action; • regular employees achieve a casual position except where it is a temporary assignment directed by the Employer; • they bump under layoff provisions into a different job family or into a different grid level.

Wage Protection. Wage protection shall will apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), while they are in their current classifications. Wage protection shall will apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Wage protection applies to: •  additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in their classification; •  overtime hours in the employee’s 's classification; •  statutory holidays/annual vacation pay/sick leave; and •  assignment of regular hours as per Article 24.1(c) (Job Postings) in the employee’s 's classification. Wage protection rates do not apply to: •  additional straight-time hours worked by regular full-time and regular part-time employees as per Article 14.2(e) (Hours of Work) in classification other than the employee’s 's own. In such circumstances, they will be paid at Step 4 of the classification in which the employees is working. All employees shall will lose their wage protection (status) rates when: •  they post to a different classification; •  they are demoted by the Employer as a result of disciplinary action; •  regular employees achieve a casual position except where it is a temporary assignment directed by the Employer; •  they bump under layoff provisions into a different job family or into a different grid level.