Changes in Duties Sample Clauses

Changes in Duties. Employee hereby accepts employment with Employer in the capacity described in the attached Job Description referenced in 1(a). Employer may from time to time change Employee's duties or re-assign Employee to another position or location, according to Employer's business needs.

Changes in Duties. Employees may be temporarily assigned to fill in for other employees when the operational needs of the organization require, when there is an emergency, or when an individual is absent. If an Employee is asked to take on such additional responsibilities or increased workload for more than ten (10) work days, the ACLU-NC/LF shall notify the WBNG. If the additional responsibilities or increased workload is the result of a need that is expected be more than ten (10) work days, but fewer than thirty (30) days, the ACLU-NC/LF will pay the Employee a bonus equal to the amount of normal compensation paid to the employee while performing the additional responsibilities or increased workload, times 10%, payable in a lump sum bonus in the pay period following the day the additional responsibilities or increased workload ends. If the additional responsibility or increased workload is likely to last longer than thirty (30) days, the process outlined in Article 1, Section 7 shall apply.

Changes in Duties. (a) Consistent with Section 9 of Article 18 (Salaries and Wages), employees may be temporarily assigned to fill in for other employees, including without limitation: when there is an emergency; when an individual is at lunch or absent; or when a hiring search is under way for a vacant position. Where possible, the employee filling in is only expected to do so to the extent the duties are job-related and consistent with the employee’s own job description. (b) An employee may otherwise be assigned duties other than those explicitly set forth in their existing job description, provided that the duties are job-related and consistent with the existing job description. Any material changes to an employee’s job description that fall into this bucket will be reviewed with the Union and the individual employee prior to implementation and bargained as necessary in accordance with the process outlined in Section 1(b) above. Nothing in this section of this Article shall preclude anything in Section 9 of Article 18 (Salaries and Wages).

Changes in Duties. Substantive Changes to the Current Rule: 1. In addition to accepting compensation, the proposed rule expands the prohibition to cover entering into agreements with, or charging, a third-party payor. 2. The proposed rule adds a new timing element requiring that a lawyer obtain a client’s consent “at or before the time the lawyer has entered into an agreement for, charged, or accepted compensation, or as soon thereafter as reasonably practicable.” 3. The proposed rule excepts a lawyer from the requirement to obtain client consent where the lawyer is rendering legal services on behalf of a nonprofit organization.

Changes in Duties. When a salaried employee’s duties change significantly, the minimum wage group associated with the duties is reviewed. The level of difficulty and the corresponding minimum wage may then rise or fall. A change in the minimum wage alone does not reduce a salaried em- ployee’s personal salary.

Changes in Duties. The Employer and The Union will meet to negotiate the terms and conditions of substantial proposed changes in the duties or job assignments of any member of the bargaining unit.

Changes in Duties. Significant changes to an incumbent’sjob description will be recorded on a job questionnaire, signed off by the incumbent, the immediate Supervisor and the Divisional Commander. The job questionnaire will be forwarded to Human Resources for review and submitted to the for re-evaluation at the next scheduled quarterly meeting. The incumbent and immediate supervisor may attend the meeting to make representations to the committee in evaluating the significance of any changes. Neither the incumbent nor the immediate supervisor will be present during the committee’s evaluation exercise, which will be completed within sixty (60) calendar days of hearing the parties’ representations. Where the re-evaluation of the job warrants a change in Salary Grade Level and results in a salary increase for the the effective date for the resulting salary increase will be the date that Human Resources received the duly completed job questionnaire. Where the re-evaluation of the job results in a lower Salary Grade Level and the current rate of pay exceeds the Maximum Rate in the new Salary Grade Level, the will be “red circled” and cease to receive salary increases until such time as the Maximum Rate in the new Salary Grade Level applicable to the job exceeds the rate currently paid to the Incumbents and/or management will have thirty (30) days from the date the results of the re-evaluation are communicated to both parties, to raise an appeal with respect to the new Salary Grade Level for the position. Before an appeal can be launched, there must be agreement to submit an appeal request by at least fifty-one per cent (51 of incumbents in such job. A copy of the vote signed by those in favour will accompany the request in writing and be submitted to the Human Resources Manager and the Association. A tie vote will be considered as a rejection of the appeal. The incumbent and immediate supervisor may again attend at the meeting to make representations to the committee. Neither the incumbent nor the immediate supervisor will be present during the committee’s re-evaluation exercise, which will be completed within sixty (60) calendar days of having received the request under (2). Unless a further appeal is taken, the provisions of Article (3) or as the case may be, will apply. If management or the still do not agree with the results of a second re-evaluation, either the or management may request the position be evaluated by an independent adjudicator mutually agreed upon by both parti...

Changes in Duties. The employee who claims that the duties he or she must perform principally and customarily as required by the board correspond to a class of employment which differs from his or her own, the following provisions shall apply: the employee shall forward a written reclassification request to the board and a copy to the union; the board and the union shall meet to discuss the request within thirty (30) working days of the date on which the request was forwarded; if the board and the union approve the request, clause or shall apply as if an arbitrator had rendered a decision allowing the grievance; the salary applicable to the new class of employment shall be granted to him or her, where applicable, as of the date on which the board received the reclassification request. In the absence of a satisfactory response or a response from the employer, the employee may file a grievance according to the usual procedure. The grievance shall be comparable to a grievance of a continuing nature, but shall have no retroactive effect to more than thirty (30) working days from the date of the reclassification request. The fact that the changes occurred during the term of the collective agreement cannot invalidate the grievance as long as the latter was filed within ninety (90) working days of the date of the coming into force of the agreement. The arbitrator who decides a grievance filed under clauses and shall only have the power to grant a monetary compensation equal to the difference between the employee's salary and the higher salary corresponding to the class of employment the duties of which the employee proved that he or she performed principally and customarily as required by the board. For the purpose of determining the monetary compensation, the arbitrator's decision must comply with the Classification Plan and he or she must establish the similarity between the employee's characteristic functions and those prescribed in the plan. If the arbitrator cannot establish the similarity referred to in clause the following provisions

Changes in Duties. Substantive Changes to the Current Rule: