Collective Agreement Pay Rates

3.3.3 Workers whose hourly or annual wage is above the limit of remuneration in the event of a settlement or during the term of this collective agreement shall retain this rate. Rates of pay will be adjusted within 180 days of December 18, 2019. Changes in rates of pay, with a validity date from 26 January 2019 until the salary adjustment date, shall be paid on a lump sum basis in accordance with Annex F. In particular: 3.2.1 This agreement sets minimum wage rates. Support Staff in Schools` Collective Agreement Valid from December 13, 2019 to February 6, 2022 We are enhancing our download to the printed functionality, so if you would like a printed copy of this agreement, please download the PDF version of the School Support Staff Collective Agreement at the top of this page. Minimum wage – valid from April 1, 2020 The minimum wage has been increased to $18.90 as of April 1, 2020. Anyone who currently pays an hourly rate below the new minimum wage rate will automatically be increased to $US 18.90 per hour from April 1, 2020. The rates printed in collective agreements will only change when the current collective agreements expire and a new collective agreement is concluded. Workers may be entitled to additional wage elements in the form of increases or allowances. For example, supplements are those that must be paid to work under certain conditions: overtime and overtime, work on Sundays and public holidays and in the retail trade during longer opening hours. Some are set by law, others only in collective agreements. Allowances are generally set out in collective agreements and not in any legislation; 3.14.1 Where a worker is able to engage in paid employment 52 weeks per year, a written agreement between that worker and his or her employer shall not preclude the payment of a set of remuneration including allowances and/or overtime. Such an agreement is signed by the employee and the employer and clearly defines the different elements of the remuneration package.

The purpose of this provision is to put in place a mechanism to simplify the management and implementation of this collective agreement for schools and not to penalise the worker with regard to his rights under this contract. The First Union asked the Employment Relations Authority to define (for the most part) the provisions of the collective agreement with respect to the salary scale, as it stated that Pak`n Save had breached its duty of good faith with respect to negotiations. The Authority refused to set out the provisions of the collective agreement, but found that Pak`n Save had partly breached its duty of good faith, as wages are considered a fundamental element of an employment contract for a worker who opts for collective bargaining. Pak`n Save challenged the Employment Relations Authority`s finding that it had not negotiated in good faith. Pak`n Save also stated that the Authority erred in law in finding that Pak`n Save had to agree to include rates of pay in a draft collective agreement to bargain in good faith. Pak`n Save also requested the declaration that the Union had not negotiated in good faith. Employees receive a salary increase of at least 50% for each hour of overtime. . . .