Read the recently expired union contract, I went full time after working 25 months, In 5 weeks I will have my 5 year anniversary. My seniority was knocked down by 1 year giving my the pay classification of 1 year full time. In the contract it states "Effective May 19, 2002 part time employees who work twelve (12) consecutive weeks at forty (40) hours per week shall be reclassified as full time employees. Seniority date will revert to original date of hire in bargaining unit. Does that mean my pay level should be classified as 5 years full time on my hire anniversary or have to wait until my 73 month anniversary for top pay. Our union guy doesn't really do anything for non union employees, so i figured i'd ask here first for anyone who might be a union steward with some experience.
Well, your start date and full time date are two different things. For vacation and personal days it will go by hire date. for schedule shifting and hour bumping it goes by your full time date. Along with benefits and raises your full time date is used, if you are full time.
so you will currently have 2 years part time and 2.9 years full time, you are above every part time but below any full timer with 3 or more years.
-- Edited by BagBoy on Sunday 5th of October 2014 10:19:33 PM
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Would you like fries with th... I mean, your milk in a bag?
So I basically got screwed out of pay I guess, top pay part time is 10.50, I make 9.25, even though you'd think i've put more hours in than a 5 year part timer. From what I was told I would have been better off staying part time for 5 years then going full time and waiting some 6 month period to get top pay.. Well this sucks.. Thanks for the info. Wouldn't mind so much if everyone else who does less gets bumped. They classified a girl on the front end as cash office (She did it once a week sometimes less) to get her to full time top pay from 8.55. Gotta love kroger
According to mine:
$9.25 is full-time @ 3 years
$13.40 is full-time @ 5 years, top-out (goes to $14.10 in a couple of years)
$9.25 doesn't exist in the part-time arena.
You need to talk to someone in the union. There is some variance between district contracts, but $9.25 after 5 years doesn't sound right. Even a part-timer would be at $10.45 on our contract. Something's missing here. The hire date determines rate of pay. You could work part-time for 4 years and 9 months, hit full-time at 4&10 and still be at top pay for a full-timer. Or become a dept manager on your third month and instantly hit that pay rate.
According to mine: $9.25 is full-time @ 3 years $13.40 is full-time @ 5 years, top-out (goes to $14.10 in a couple of years)
$9.25 doesn't exist in the part-time arena.
You need to talk to someone in the union. There is some variance between district contracts, but $9.25 after 5 years doesn't sound right. Even a part-timer would be at $10.45 on our contract. Something's missing here. The hire date determines rate of pay. You could work part-time for 4 years and 9 months, hit full-time at 4&10 and still be at top pay for a full-timer. Or become a dept manager on your third month and instantly hit that pay rate.
Cost of living is low in Texas. I imagine the top rate could be $10.50 an hour for the old timers.
According to mine: $9.25 is full-time @ 3 years $13.40 is full-time @ 5 years, top-out (goes to $14.10 in a couple of years)
$9.25 doesn't exist in the part-time arena.
You need to talk to someone in the union. There is some variance between district contracts, but $9.25 after 5 years doesn't sound right. Even a part-timer would be at $10.45 on our contract. Something's missing here. The hire date determines rate of pay. You could work part-time for 4 years and 9 months, hit full-time at 4&10 and still be at top pay for a full-timer. Or become a dept manager on your third month and instantly hit that pay rate.
Cost of living is low in Texas. I imagine the top rate could be $10.50 an hour for the old timers.
