TOWN POLICY. POLICY NUMBER:1303 REFERENCE: Council Council

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1 TOWN POLICY POLICY NUMBER:1303 REFERENCE: Council Council ADOPTED BY: Town Council 3 March November 2011 PREPARED BY: Administration DATE: 18 April 1990 TITLE:Hourly, Part-Time, & Casual/Seasonal Wage Policy Policy Statement Page 1 of 10 The Town of Strathmore will provide guidelines to identify and maintain a fair and equitable wage structure for hourly, part-timeand casual/seasonal employees, based on the work being performed. 1. Definitions 1.1 Council means the Council of the Town of Strathmore, in the Province of Alberta. 1.2 Employee means an hourly, part-time and casual/seasonal employee paid on an hourly basis. 1.3 Management means an employee starting at a Senior Management or Director level, or above. 1.4 Supervisor means an employee who oversees the daily tasks of subordinate staff, who report directly to this position. 1.5 Re-evaluation means the reassessment of an employee's position based on an alteration in duties, responsibilities, or qualifications. 1 P age

2 1.6 Wage Gridmeans the wage range consisting of seven levels of advancement. 2. Responsibilities 2.1. Council To approve any wage grid changes for changes in positions, reevaluation, or upgrading Chief Administrative Officer To annually review and present proposed equitable grid range revisions to reflect changing market conditions To review and approve performance reviews and wage adjustments for all supervisory level staff. grid To authorize all approved wage grid adjustments as well as wage adjustments Deputy Chief Administrative Officer To recommend any revisions to the Hourly, Part-time and Seasonal /Casual Wage Policy to the Chief Administrative Officer To review and summarize departmental performance reviews and resulting wage adjustments for all employees under this area of responsibility To review and approve performance reviews and wage adjustments for all hourly, part-time, and casualstaff. 2.4 Management To recommend merit awards for all employees in their area of responsibility based on an annual performance appraisal process To recommend any revisions to the Hourly, Part-time and Seasonal /Casual Wage Policy to the Deputy Chief Administrative Officer To review and summarize departmental performance reviews and resulting wage adjustments. 2 P age

3 3. Performance Evaluation 3.1. Performance ratings will be based on an annual performance evaluation process as required by the Performance Evaluation Policy. 3.2 Upon successful completion of a performance evaluation an hourly employee will be advanced to the appropriate step on the wage grid. 4. Wage Levels 4.1. The hourly and part-time wage grid contains a number of wage scales representing the hourly and part-time positions in place at the Town of Strathmore.The wage scales contain seven (7) levels of advancement Employees shall work the number of hours provided for by the job description Movement on the hourly wage grid will be dependent on the employee s performance evaluation The casual/seasonal wage grid contains a number of wage scales representing the casual/seasonal positions in place at the Town of Strathmore. 4.5 The Strathmore Firefighters are governed by Policy# If a position is required for a casual/seasonal (temporary term) and is not listed on the grid, the position will be paid at a minimum of 85% of the fulltime or part-time wage level. 5. Wage Adjustments 5.1. Performance adjustments are adjustments to the hourly wage rate within the wage scale to reward performance achievements, improved skills, knowledge, and job experience of an employee based on the performance appraisal The wage levels for the grid will be reviewed annually prior to January 1st, by Council. The Chief Administrative Officer shall provide recommendations to Council regarding market conditions, changes in job descriptions and job responsibilities, and cost of living changes for all 3 P age

4 Wage levels including the January 1 st of each Strathmore Firefighters. All adjustments will occur on year. 6. Vacant Positions 6.1 All vacant positions will be advertised and awarded based on qualifications and suitability to the position New employees shall be paid at a step approved by the Chief Administrative Officer. 7. Temporary Upgrading 7.1. Any non-management employee appointed to act in a more senior position for a consecutive period of more than five (5) working days shall receive compensation at a rate of five percent (5%) above their normal wage rate, or Step 1 of the related position, whichever is greater. In the case of an appointment to act in a management position the minimum scale point shall be the basis of the calculation. Time-in-lieu of their home position shall apply while in an Acting position Temporary upgrading in a non-management position which exceeds, or is forecast to exceed thirty (30) working days, requires that a letter of explanation, and a staff change form, be submitted to the Chief Administrative Officer for approval, by Management for the particular department Acting appointments of five (5) or less days will be considered as training and no wage change will be realized. 8. Overtime time 8.1. The rate of pay for authorized overtime by a supervisor shall be paid at and one-half. 8.2 Employees must obtain approval from Management/Supervisor for the particular department prior to working overtime hours. 9. Time-In-Lieu 9.1. Time-in-lieu will be permitted to be taken by employees at their request on an equal basis. 4 P age

5 9.2 Employees must obtain approval from Management/Supervisor for the particular department prior accumulating time-in-lieu hours. The maximum allowable accrual for time in lieu shall be one work week. 9.3 Hourly employees may sign an Overtime Agreement (Procedure # ) with the Town of Strathmore to be held on their Personnel File. The Overtime Agreement further explains how Time-In Lieu is administered. 9.4 Part-time, casual/seasonal employees are not permitted Time-In-Lieu. Overtime shall be paid at time and one-half. 10. Special Duties 10.1 Employees required to be on standby duty shall receive $1.55per hour. Any call-out shall receive a minimum pay of two hours. Actual hours worked during a call-out shall be deducted from the standby hours. Weekdays consist of 16 standby hours, and weekends & statutory holidays consist of 24 standby hours Employees required to work on a designated shift schedule between 6:00 p.m. to 7:00 a.m. will receive an additional $.82per hour shift differential Lifeguards who possess Lifesaving Instructor, Pool Operation I or Pool Operation II courses shall be paid an additional $.26per hour per course upon proof of completion of the courses. 11. End of Policy 5 P age