Bonnyville Health Centre Collective Agreement 2020-2024

Article 13: Salaries

1. Salary Schedule/Paydays
   1. The Basic Rates of Pay for each classification shall be expressed in hourly terms in the Salaries Schedule which forms a part of this Collective Agreement and shall be effective from and after the dates specified.
   2. Paydays will be established by the Employer, but in no event will Employees be paid less frequently than twice monthly.
2. Pay Steps
   Employees shall advance from Pay Step 1 to Pay Step 2 as set out in the Salaries Appendix upon completion of two thousand and twenty-two and three-quarters (2,022 3/4) hours paid at the Basic Rate of Pay and on a Named Holiday to a maximum of seven and three-quarters (7 3/4) hours within the classification, and then shall receive  further Pay Step advancements, if applicable, based upon the completion of one thousand eight hundred and thirteen and one-half (1813 ½) hours worked at each subsequent Pay Step in the pay range.
3. Recognition of Previous Experience
   Salary recognition shall be granted for a new Employee for work experience satisfactory to the Employer, provided not more than two (2) years have elapsed since such experience was obtained. Starting salary may be adjusted one (1) salary increment for each full year of experience (i.e. 2022 ¾ hours), up to the top increment of the pay range.
4. Achieving a Different Position
   1. When an Employee achieves a position in a classification with the same end rate as the Employee’s present classification, such Employee shall move to the Pay Step which has a rate which is equal to the Employee’s present Basic Rate of Pay, or if there is no such Pay Step, to the Pay Step that has a Basic Rate of Pay that is next higher to their present Basic Rate of Pay.
   2. When an Employee achieves a position in a classification with an end rate that is greater than the end rate of the Employee’s present classification, and the Employee has not yet achieved “Pay Step 2” in the Employee’s present pay range, the Employee shall be advanced to “Pay Step 1” in the higher pay range and will then move to “Pay Step 2” upon completion of two thousand and twenty-two and three-quarters (2,022 3/4) hours worked (inclusive of those hours worked in the Employee’s former classification); however, if “Pay Step 1” of the higher pay range is less than “Pay Step 1” in the Employee’s present pay range, the Employee shall be advanced to the next Pay Step that provides the Employee with an increase in the Employee’s Basic Rate of Pay.
   3. When an Employee achieves a position in a classification with an end rate that is greater than the end rate of the Employee’s present classification, and the Employee has achieved “Pay Step 2” or greater in the pay range for the Employee’s present classification, the Employee shall advance to “Pay Step 2” in the higher pay range; however, if “Pay Step 2” in the higher pay range has a Basic Rate of Pay that is less than the Employee’s current Basic Rate of Pay, the Employee shall be advanced to the next Pay Step that provides the Employee with an increase in the Employee’s Basic Rate of Pay.
   4. When an Employee achieves a position in a classification with an end rate that is less than the Employee’s present classification, the Employee shall be assigned to the Pay Step in the lower pay range that causes the least amount of reduction in the Employee’s present Basic Rate of Pay.
5. Over or Underpayment of Wages and/or Entitlements
   Should the Employer issue an Employee an over or underpayment of wages and/or entitlements, then the Employer may make the necessary monetary or entitlement adjustments and take such internal administrative action as is necessary to correct such errors.  The Employer shall notify the Employee in writing that an over or underpayment has been made and discuss repayment options.  By mutual agreement between the Employer and the Employee, repayment arrangements shall be made.  In the event mutual agreement cannot be reached, the Employer shall recover the overpayment by deducting up to ten percent (10%) of the Employee’s gross earnings per pay period.