Wage Review. At the request of either party, the parties agree to meet and review the wage rates in the bargaining unit. Such reviews are not required more frequently than once per year.
Wage Review. The wages payable in the electrical contracting industry shall be determined annually by reference to an agreed set of analogue companies which shall be lodged with the Chair of the NJIC. This shall be the sole method of wage determination. In September, 1998, and each September thereafter, the analogue increase will be determined in accordance with the formula below, and shall be paid on and from the first of April of the following year. The analogue increase shall be calculated as follows:-
Wage Review. (a) Representatives of the Company shall meet with duly appointed members of the Union Wage Review Team to negotiate wage rates of job classifications that either party believes to be “out of market.” Either party may submit requests for changes and where necessary the adjustments will be negotiated either upward or downward. Appropriate wage offer proposals will be determined predominately based on the market for each position comparing job responsibilities and qualifications, and other factors such as knowledge, experience, and working conditions. Wage adjustments offered can be accepted or rejected by either party. Negotiated wage rate revisions become effective as mutually agreed. This process is not subject to the grievance or arbitration provisions of the Labor Agreement, or by review from outside agencies. The only recourse for either party, if in their opinion they do not receive a satisfactory wage adjustment proposal resulting from this process, is through general contract negotiations.
Wage Review. On the anniversary of this agreement, wages shall be adjusted as per SCHEDULE “A”.
Wage Review. On or before January 5, 2020, the Employer agrees to a minimum increase of one and one half percent (1.5%) based on a calculation of the end column rate of each classification. The end column rate will include the Base Wage, Vacation/Stat, Health and Welfare, RSP, Pension, EF and TTF, as found in the wage schedule. The Union agrees to distribute a minimum of one percent (1%) of the calculation to the pension, subject to a one percent (1%) matching contribution from the employee, as per the opt- out language of Article 17.02, for a total matching contribution to the pension of two percent (2%). The parties agree that prior to January 2021 they will meet to have a wage and benefit review, which will consist of reviewing the following items listed in the Schedules: •Wage Rates •Health and Welfare Premiums •Vacation pay •RSP and Pension Amounts •Classifications •Premiums If the parties are unable to reach a settlement any outstanding items may be submitted to binding arbitration. OUTLINE OF INSURANCE PLAN COVERAGE FOR GOLD PLUS (This schedule does not form part of the collective agreement. It is for information only. Unless otherwise noted, all Insurance coverage expires at age seventy-five (75). In case of differences to the insurance contract, the insurance contract will apply). • $100,000.00 life insurance per employee under the age of 65; $50,000 per employee from age 65 up to and including age 74; • $100,000.00 A.D. &D. per employee under the age of 65; $50,000 per employee from age 65 up to and including age 74; • dental plan at the latest fee schedule available; Basic services: 100% up to $2,000 per person annual Comprehensive: 50% up to $2,000 per person annual Orthodontic: 50% up to $3,000 lifetime maximum per child under 19; • prescription drug plan for employee and family at 80% up to $3,000 per person annually (or the provincial pharmacare cap, if applicable) and 100% thereafter; • optical insurance for employee and family; under 21: $300 per year over 21: $300 every two years • extended health coverage for employee and family; • semi-private hospital coverage with no deductible for employee and family; • short term disability insurance with sixty percent (60%) weekly basic earnings to a maximum of six hundred ($600.00) per week. Weekly benefits, payable after the first (1st) day of accident or hospitalization, and the fourteenth (14th) day of illness for a maximum of one hundred nineteen (119) days (1/14/119). • long term disability insurance with...
Wage Review. Existing employees will have their wages reviewed and adjusted annually from 1 July. The hourly base rates of pay will increase in accordance with the table below – 1 July 2023 1 July 2024 1 July 2025 1 July 2026 3% 2% 2% 2% All hourly base pay rates within this Agreement will be reviewed annually to ensure they are no less than what is provided for in the Award.
Wage Review. Wage increases on Employees current rates of pay will be in accordance with the following table: YEAR PAY INCREASE 2017 • With effect from the first pay period to commence on or after 1 July 2017, an Employee shall receive an increase in his or her ordinary hourly rate of pay equivalent to CPI, at no less than 1.5% and up to a maximum of 3%. 2018 • With effect from the first pay period to commence on or after 1 July 2018, an Employee shall receive an increase in his or her ordinary hourly rate of pay equivalent to CPI, at no less than 1.5% and up to a maximum of 3% 2019 • With effect from the first pay period to commence on or after 1 July 2019, an Employee shall receive an increase in his or her ordinary hourly rate of pay equivalent to CPI, at no less than 1.5% and up to a maximum of 3%. 2020 • With effect from the first pay period to commence on or after 1 July 2020, an Employee shall receive an increase in his or her ordinary hourly rate of pay equivalent to CPI, at no less than 1.5% and up to a maximum of 3%. In addition to the above wage increases Performance and Development Reviews (PDR’s) will be completed during the April to June quarter each year. As part of the PDR process, MTA may also consider an Employee’s pay relativity versus the market or based on their performance of their duties. MTA will also consider relevant market and economic factors.
Wage Review. The parties agree that the wage rates in the schedules effective June 30, 2024 are subject to negotiation. These negotiations will take place prior to July 6, 2025. If the parties cannot come to an agreement, either party may refer the matter to arbitration as per Article 27 of this agreement.
Wage Review. Rates of pay for the contract years two thousand and nineteen (2019) and two thousand and twenty (2020) shall be subject to pay increases determined by a Wage Review to be completed no later than January seventh (7th), two thousand and nineteen (2019). In the event that the parties are unable to agree to such increases the dispute shall be referred to binding Arbitration without delay. Increases granted as the result of the Arbitration shall be retroactive to that start date of the applicable contract year.
Wage Review. The existing Agfa bonus scheme will continue. The bonus will be increased each year in line with the agreement increases. The bonus will be paid as a lump sum each April. The criteria for payment will be reviewed in consultation between the parties and a new criteria will be negotiated. NATIONAL COMPREHENSIVE AGREEMENT 2023
