REASSIGNMENT PAY PROTECTION PLAN. 1 If, because of force surplus adjustments, employees are assigned to vacancies where the Standard Rate of pay of the new job is less than the current Standard Rate of the employee's regular job, the rate of pay will be reduced over a period of time based on the employee's length of service. The reductions in pay are effective at periods following reassignment as shown below and are based on the difference between the employee’s Adjusted Rate and the Standard Rate to which assigned in the new job title. 0-10 YEARS Weeks 1 thru 4 Weeks 5 thru 8 Weeks 9 thru 12 Weeks 13 & thereafter 10-15 YEARS No reduction 1/3 reduction 2/3 reduction Full reduction Weeks 1 thru 30 Weeks 31 thru 34 Weeks 35 thru 38 Weeks 39 & thereafter No reduction 1/3 reduction 2/3 reduction Full reduction 15+ YEARS Weeks 1 thru 56 Weeks 57 thru 60 Weeks 61 thru 64 Weeks 65 & thereafter No reduction 1/3 reduction 2/3 reduction Full reduction 2 No reduction in pay shall be applicable for an employee with fifteen (15) years or more of net credited service who is downgraded due to technological change for a period of thirty- six (36) months following the effective date of such downgrade. Thereafter the following schedule in reduction shall apply: Weeks 1 thru 4 No reduction Weeks 5 thru 8 1/3 reduction Weeks 9 thru 12 2/3 reduction Weeks 13 & thereafter Full reduction An employee with fifteen (15) years or more of net credited service on the effective date of a downgrade due to technological change during the term of the preceding Agreement between the parties and who suffered no reduction in pay during the term of such Agreement shall be treated in accordance with the foregoing thirty-six (36) month period and subsequent schedule of reduction as though both had been in effect on the effective date of his or her downgrade.
REASSIGNMENT PAY PROTECTION PLAN. An eligible employee (including an employee returning from a Surplus Leave of Absence) who, because of a force surplus adjustment, is assigned to a position where the rate of pay for the new position is less than the surplus employee’s former rate of pay in the Sur- plus Work Group will, upon reporting to the new position, receive a payout in accordance with the following table: (Effective January 1, 2019. For RPPP Payout provisions applicable prior to January 1, 2019 , refer to Article XVII, Force Adjustment, of the 2013 Departmental Agreement. RPPP Payouts that began before Janu- ary 1, 2019 are not changed by the new table.) RPPP PAYOUT TABLE ASSIGNMENT TO LOWER WAGE RATE Years Of Net Credited Service Weekly Difference <10 10<15 15<25 25+ $ 0.50 $ 4.50 80 140 670 790 5.00 9.50 100 360 1,410 1,700 10.00 14.50 130 520 2,140 2,590 15.00 19.50 240 730 2,880 3,470 20.00 24.50 260 910 3,620 4,350 25.00 29.50 320 1,090 4,360 5,240 30.00 34.50 360 1,290 5,110 6,130 35.00 39.50 400 1,460 5,850 7,010 40.00 44.50 460 1,650 6,590 7,910 45.00 49.50 500 1,830 7,320 8,800 50.00 54.50 580 2,020 8,060 9,680 55.00 59.50 630 2,200 8,810 10,580 60.00 64.50 670 2,390 9,540 11,450 65.00 69.50 730 2,590 10,290 12,350 70.00 74.50 760 2,760 11,020 13,230 75.00 79.50 820 2,950 11,760 14,130 80.00 84.50 870 3,130 12,500 15,020 85.00 89.50 950 3,320 13,240 15,900 90.00 94.50 980 3,490 13,990 16,790 95.00 99.50 1,040 3,690 14,730 17,690 100.00 104.50 1,080 3,860 15,470 18,550 105.00 109.50 1,140 4,060 16,220 19,460 110.00 114.50 1,180 4,230 16,950 20,350 115.00 119.50 1,230 4,440 17,700 21,240 120.00 124.50 1,300 4,600 18,430 22,120 125.00 129.50 1,350 4,800 19,180 23,000 130.00 134.50 1,400 4,970 19,920 23,920 135.00 139.50 1,450 5,170 20,650 24,790 140.00 144.50 1,480 5,340 21,400 25,690 145.00 149.50 1,560 5,540 22,130 26,560 150.00 154.50 1,600 5,720 22,880 27,450 155.00 159.50 1,670 5,910 23,630 28,350 160.00 164.50 1,710 6,090 24,360 29,230 165.00 169.50 1,760 6,280 25,100 30,130 170.00 174.50 1,810 6,460 25,830 31,010 175.00 179.50 1,860 6,640 26,570 31,890 180.00 184.50 1,900 6,830 27,320 32,800 185.00 189.50 1,970 7,010 28,050 33,670 190.00 194.50 2,020 7,190 28,800 34,570
REASSIGNMENT PAY PROTECTION PLAN. 33.01 If, because of force surplus adjustments, employees are assigned to jobs where the rate of pay of the new job is less than the current rate of the employee’s regular job, the rate of pay will be reduced over a period of time based on the employee’s length of service. The reductions in pay are effective at periods following reassignment as shown below and are based on the difference in rates for the old and new job. 0 - 5 YEARS Weeks 1 through 30 - No Reduction Weeks 31 through 34 - 1/3 Reduction Weeks 35 through 38 - 2/3 Reduction Weeks 39 & thereafter - Full Reduction 5 - 12 YEARS Weeks 1 through 56 - No Reduction Weeks 57 through 60 - 1/3 Reduction Weeks 61 through 64 - 2/3 Reduction Weeks 65 & thereafter - Full Reduction
REASSIGNMENT PAY PROTECTION PLAN. 1 Employees who are assigned by the Company to vacancies in accordance with Article 16 to a title that is a downgrade and where the Standard Rate of pay of the new job title is less than the Standard Rate of pay of the former job title will receive a one time lump sum payment.
REASSIGNMENT PAY PROTECTION PLAN. An eligible employee (including an employee returning from a Surplus Leave of Absence) who, because of a force surplus adjustment, is assigned to a position where the rate of pay for the new position is less than the surplus employee’s former rate of pay in the Sur- plus Work Group will, upon reporting to the new position, receive a payout in accordance with the following table: (Effective January 1, 2015. For RPPP Payout provisions applicable prior to January 1, 2015, refer to Article XVII, Force Adjustment, of the 2009 Departmental Agreement. RPPP Payouts that began before Janu- ary 1, 2015 are not changed by the new table.) RPPP PAYOUT TABLE
