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If an employee
is a pay grade 3 -- 18.25 per hour, transfers to a position that
is a pay grade 2 -- $16.50 per hour, they will receive the pay
grade of their new position.
Example:
Mr. Brown is a pay grade 3 -- $18.25 per hour with a 30.00%
pro bonus. His pay
before the transfer equals $18.25 plus $5.48 for an hourly rate of
$23.73 per hour . ($18.25 X 30% = $5.48).
Now that he has bid to a pay grade 2 position, he will
receive the pay grade 2 -- $16.50 per hour plus his $5.48 per hour
bonus. In order for
that to happen, his bonus will have to be adjusted up to 33.19% --
his new rate of pay will be $16.50 plus $5.48 for an hourly rate
of $21.98.
Example 2:
If Mr. Brown were to bid to a higher position that is a pay
grade 5, he would receive the $20.50 per hour plus his $5.48 per
hour bonus for a total hourly rate of $25.98 – his bonus would
be lowered to 26.73% because now it is factored from his pay grade
5 -- $20.50 – and not his old pay grade 3 of $18.25.
The new pro bonus of 26.73%
will restore his $5.48 per hour, the new breakdown of Mr.
Brown’s pay is $20.50 plus $5.48 = the $25.98 mentioned above.
That is how his personal red circle stays in place.
However, if an
employee works overtime in a lower pay grade within his
department, his pro bonus stays the same.
Also, if an employee works overtime in a higher pay grade,
the pro bonus factor stays the same.
The reason is…there isn’t a means in place to
recalculate your pro bonus on a daily basis.
With transfers, that’s done one time… and it’s
permanent.
Back to Mr.
Brown’s example, as long as his $5.48 per hour pro bonus remains
in tact after his transfer, then his new rate of pay is correct.
Any questions,
please call me or Brenda Boler at the Union Hall, 762-6787 or
926-7623.
Bob Hamscher, Chairman
Corporate Incentive Task Force
Local 6787 ~ USWA
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