WAGE CONDITIONS. 8.01 All employees classified in Supplements to the Agreement shall be paid on an hourly rate basis unless it is specifically stated otherwise in the Supplementary Schedules hereto.
WAGE CONDITIONS. (a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through F, include all experience in comparable work. For Groups G through L, experience must be directly comparable to the work being done at The Record and experienced within one (1) year prior to joining The Record. An employee shall be classified as to job title and experience rating at the time of employment. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-one
WAGE CONDITIONS. (a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through F, include all experience in comparable work. For Groups G through L, experience must be directly comparable to the work being done at the Record and experienced within one year prior to joining the Record. An employee shall be classified as to job title and experience rating at the time of employment. An employee will advance to the next experience step-up after six months and every six months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within 21 days of the completion of the probationary period. Employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification.
WAGE CONDITIONS a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A through F, include all experience in comparable work. For Groups G through L, experience must be directly comparable to the work being done at the Waterloo Region Record and experienced within one (1) year prior to joining the Waterloo Region Record. An employee shall be classified as to job title and experience rating at the time of employment. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-one (21) days of the completion of the probationary period. Employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification.
WAGE CONDITIONS a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A & B, include all experience in comparable work. An employee shall be classified as to job title and experience rating at the time of employment, transfer or promotion. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty- one (21) days of the completion of the probationary period. Full-time and/or part-time employees who have reached job rate (top minimum) in their classification and who are temporarily transferred to a higher classification shall progress through the grid of the higher classification according to hours worked in the classification.
WAGE CONDITIONS. 8. Permanent Employees There will be twelve (12) permanent employees. Permanent employees must make themselves available to fulfil their roster commitment. The wage rate for permanent employees shall be $1,050 per week upon commencement of this agreement. The wage rate is calculated on the basis of a 35 hour week. The wage rate is an "all up" rate of pay ie it shall be paid irrespective of the number of hours worked each week and no overtime shall be paid for any hours worked in excess of 35 and no reduction shall be made if an employee works less than 35 hours. Permanent employees are entitled to the leave conditions as prescribed in this agreement in full. Refer to Appendix A1 - Employee Listing.
WAGE CONDITIONS. “Wage conditions (post salary of a civil servant, service allowance and other payments, including performance bonuses), as provided for in the present Federal law, federal legislation and norm-setting legal acts” make up the ninth essential condition of a service contract. Previously, Article 15 of the Labour Code of the Russian Federation listed “remuneration” of an employee as an essential condition of a labour contract. At the same time in real life employment application traditionally contained such notorious formulas as “remuneration in accordance with the staffing table”, or “in accordance with the labour legislation”, etc. Quite often these applications did not contain any reference to remuneration whatsoever, and this practice still continues to exist. A labour contract may contain information only on post salary or wages scale while service contracts make reference only to remuneration. These documents frequently contain references to non-existent local legal acts, or they may be too vaguely formulated. In my opinion a service contract should directly provide for the amount of remuneration, which consists of a monthly post wage of a civil servant in accordance with his or her civil service office, a monthly salary of a civil servant, calculated on the basis of his or her civil service rank, and other additional monthly payments that are allocated in accordance with the appropriate norm-setting legal acts. A service contract should contain information on the monthly salary for the position and monthly and additional bonuses. Thus, for example, the percentage of monthly bonus for special conditions of civil service should be specifically defined in a service contract, eg 100 per cent, rather than be vaguely formulated as “amounting to up to 100 per cent of post salary”. The procedure, amount and reasons for bonus payment should be governed by norm- setting or local legal acts. In this case a service contract may contain reference to these sources of labour legislation since such bonus payments cannot be exactly identified in a service contract.
WAGE CONDITIONS. (a) In the application of the wage schedule attached hereto as Schedule A, experience shall, for Groups A & B, include all experience in comparable work. An employee shall be classified as to job title and experience rating at the time of employment, transfer or promotion. An employee will advance to the next experience step-up after six (6) months and every six (6) months thereafter until the top minimum for the job classification is reached. Any grievance regarding the experience rating may be raised with the Employer within twenty-one
WAGE CONDITIONS. All employees classified in Supplements to the Agreement shall be paid on an hourly rate basis unless it is specifically stated otherwise in the Supplementary Schedules hereto. Rate Application ProbationaryEmployees An employee who leaves the employ of the Company prior to the cessation of operations after attaining a hour rate, and is rehired by the Company in the following two calendar years, shall not be paid less than the hour rate for the classification for which the employee is rehired. When an employee has not attained a hour rate in the above instance, hours worked in the two prior years of employment with the Company shall be credited towards payment of such rate upon rehire. Such credited hours shall not apply towards the acquisition of seniority. An employee who establishes qualifications with a member company of the Fish Processor’s Bargaining Association of British Columbia shall be paid the rate commensurate with those qualifications when employed by another member company of the Fish Processor’s Bargaining Association of British Columbia provided, however, not more than two years have elapsed between periods of employment. Proof of qualifications may be requested by the Company prior to the application of qualified An employee transferred from one department to another shall be credited with all hours worked (up to a maximum of 400) in establishing a rate in such department. Any case of compensable accident or fish poisoning occurring on the job and for which compensation is not paid, but which results in the employee being unable to complete the shift, the employee shall receive pay for the balance of that shift. Where an employee is injured on the job and the First Aid Attendant sends the employee to the hospital, the Company shall reimburse the employee transportation home from the hospital to a maximum of Wages shall be paid to employees and no wages can be withheld from the employee except for legal cause or as otherwise provided for in this Agreement. A full statement showing total earning and deductions shall be issued to the employee with each pay cheque. For the purpose of payroll, the monthly rates shown in the supplements are converted to rates by the application of the following formula: Monthly rate x x days = rate The payroll shall in no way minimize or negate the general understanding with respect to the employment of categories who are monthly rated. Monthly Rated Employees Monthly rate employees shall not be subject to spora...
WAGE CONDITIONS
