1.0    Promotion

When an employee is promoted to a position in the non-bargaining group, they shall receive a 5% increase to their Existing Rate. If the calculated new Salary falls between two steps it shall be slotted to the higher step; but will not exceed the maximum of the Salary Range. If the calculated Salary falls below the minimum of the Salary Range, it will be slotted to the minimum of the new Salary Range.

When an employee is promoted to a position in the Management and Professional or Leadership Group, they shall receive a 10% increase to their Salary. If the calculated new Salary falls between two steps, it shall be slotted to the higher step; but will not exceed the maximum of the Salary Range. If the calculated Salary falls below the minimum of the Salary Range, it will be slotted to the minimum of the new Salary Range.

2.0    Demotion

Where an employee initiates and/or accepts a demotion, the employee's Salary will be established at a point on the new Salary Range which does not exceed the employee's Existing Rate. If the employee's Existing Rate falls between two steps on the new Salary Range, the employee will be slotted to the nearest lower step on the new Salary Range. If the employee's Existing Rate is above the maximum of the new Salary Range, the Salary will be reduced to the maximum of the new Salary Range. If the employee does not have an Existing Rate, any changes to their Salary will be treated as if they were new employees.

In accordance with the procedure for Red-Circling, where, as a result of job evaluation an employee's Classification is downgraded; the employee's Salary will be stablished at a point on the new Salary Range which does not exceed the employee's current Salary. If the employee's current Salary falls between two steps on the new Salary Range, the employee will be slotted to the nearest higher step on the new Salary Range. If the employee's current Salary is above the maximum of the new Salary Range, their current Salary will be maintained and Red-Circled.

3.0    Supervisory Differentials 

The percentage of premium received for an approved Supervisory Differential will be as follows:

1. Management and Professional Employee Supervising a non-bargaining unit, bargaining unit, or Management and Professional paid employee: 5% above the highest paid direct report's current Salary.

2. Leadership Group Employee supervising a Management and Professional Employee or Leadership Group paid employee: 1% above the highest paid direct report's current Salary.

A Supervisory Differential must be approved by the Unit head prior to submission to the Department of Human Resources for approval and implementation. Supervisory Differentials take effect only upon full approval and are not eligible for retroactive payment.

In order for Supervisory Differential to apply, the supervisor must have both the functional and administrative responsibilities in the following areas:

1. Recruitment responsibility

2. Direct workflow

3. Provide orientation/training/guidance

4. Approve leave/work-flex or JE submissions

5. Performance management/labour relations involvement

Both employment and salary relationships will be monitored by unit heads and supervisors and the premium adjusted as required. Supervisory differential reviews will occur following the application of General Economic Increase, Step Progression for either the supervisor or direct report or a change in either the supervisor's direct report's position. Any of these changes could result in the reduction or elimination of applied differential. Supervisory differentials are to cease entirely when the direct report vacates their position.