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Harmonization / Job Evaluation / Pay Equity fully achieved effective
December 31, 2004.
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Two thousand five
hundred (2,500) classifications reduced to three hundred and
thirty-five (335).
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Wage line established effective December 31, 2004,
provides for wage increases for over eighty percent (80%) of the
employees in the bargaining unit effective December 31, 2004 with wage
adjustments annually for a number of years.
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Wage line based on hourly rates with twenty (20)
wage grades each with four (4) step increments.
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For most employees receiving increases, effective
December 31, 2004, movement is fifty percent (50%) of the difference
between employee’s actual rate and next highest rate on the grid
payable for the harmonized job into which the employee has been
placed.
Effective December 31, 2005, rate adjusted fully to
the next highest rate with progressional increases on an annual basis
thereafter. Exception is employees who received progressional
increases after December 31, 2004 and prior to date of award. These
employees treated like all others except timing of increases measured
from date of last progressional increase.
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1.75 Million in lieu of retroactivity distributed
pro rata to each employee receiving an increase. Also retroactivity
payable from December 31, 2004.
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Pay Equity adjustments for the period May 11, 2000
to December 30, 2004 based on gender based comparison of male and
female predominated jobs pre-harmonization and proportional value
methodology where no male dominated comparator. Adjustment fully
retroactive to May 11, 2000 for all employees occupying or who
occupied underpaid female predominated jobs during the period.
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Job Evaluation Program ensuring that all newly
created jobs on a go forward basis and all changes to existing harmonized
jobs are appropriately described and rated in conformity with the
Program and slotted on the wage line in accordance with their value.
Program administered by a Joint Committee comprised of Local 79 and
City appointees.
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