BILLINGS/RECEIVABLES CLERK

M-3 Employee Review and Wage Adjustment Procedures

 

These procedures are designed to provide uniformity in completing employee reviews and wage adjustments.  They apply to all Supervisors, Managers, and Officers of Williams and PMI, who, as part of their duties and responsibilities, review and/or present a wage adjustment for any union, non-union, exempt, and/or non-exempt employee.

 

There are two (2) types of employee reviews:

 

· 90-days

· 90-day reviews are verbal and require completed Status Change form by Human Resources for any wage adjustment

· 90-day reviews are just that – reviews to ascertain if the employee is ‘on-track’; raises at this time may or may not be awarded depending on circumstance and/or any letter of hire

 

· Annually for all employees

· Requires a written Performance Review; completed Status Change form by Human Resources in cases where a wage adjustment is warranted

 

There are two (2) types of wage adjustments which may be requested by Supervisors, Managers, and Officers:

 

· Review

· 90-days

· Annually for all employees

 

· Merit

· At any time for any employee with completed Status Change by Human Resources

 

Using the CWP Organization Chart, employees shall have their performance reviewed, inclusive of any wage adjustment, by their immediate Supervisor/Manager:

 

· 90-days based on continued employability with the Company and wage adjustment; only under rare circumstance will a 90-day Introductory Period be extended, consult with Human Resources

 

· Annually for all non-union employees (wage adjustment and/or promotion)

· For all managers, controllers, directors, and officers the annual date will be January of each year and will be completed by the applicable management employee as indicated on the CWP Organization Chart

· For all other non-union employees, their anniversary shall apply, and will be completed by the applicable management employee as indicated on the CWP Organization Chart

 

· Annually, for all non-union employees during the first quarter of each calendar year for the previous calendar year – towards any bonus as prescribed by Policy and as awarded by the President/CEO

 

· Annually, for all CA union employees at their anniversary; this is meant to be an informational review only; only in exceptional circumstances will this review result in any wage adjustment

 

Supervisors, Managers, or Officers, who review an employee, shall, at the request of Human Resources:

 

· 90-day review, advise of the continued employability of the employee and if any wage adjustment

 

· Upon receipt of a Performance Review for any annual review of employees:

· Complete all applicable sections

· Formulate a fair wage adjustment based on the review within guidance provided herein:

· For non-union employees, general wage adjustments may, based on performance, range from zero percent (0%) to the prescribed annual maximum; all increases must be reviewed by Human Resources in advance

· For union employees, wage adjustments from the review are awarded only in exceptional circumstances; otherwise wage adjustments are based on the Union Wage Scale; wages shall increase as indicated on the next tier of the Union Wage Scale, or, based on performance, may skip a tier(s); all increases must be reviewed with Human Resources in advance

 

TIME LIMITATIONS

 

90-day reviews, and annual Performance Reviews requested by Human Resources shall be submitted to the appropriate Supervisor, Manager, or Officer two (2) weeks in advance of the actual review date, and must be completed within two (2) weeks after the actual review date by the Supervisor, Manager, or Officer.  Upon receipt of the completed review, Human Resources shall complete a Status Change, as applicable, have it signed by the appropriate Supervisor/Manager, and implement any approved wage adjustment and/or promotion upon receipt of the completed review, including applicable retro adjustments.

 

WAGE ADJUSTMENTS

 

· All wage adjustments, 90-day, Merit, or Performance Review related, should not be discussed with the employee prior to consultation with Human Resources.