Common use of Classification Plan Clause in Contracts

Classification Plan. The Employer shall maintain a position classification plan. Amendments to the positions may be made by the Employer from time to time as changes in organization and work assignments require. New or changed positions shall be evaluated as per the Maintenance Plan. The Maintenance Plan consists of the Maintenance Committee Terms of Reference, Job Evaluation Maintenance Plan, Job Evaluation Factors, Benchmark Examples, and other documents that guide the position classification process. Any changes to the Maintenance Plan will be negotiated by the Parties. The Maintenance Plan in its entirety shall be deemed to be included in the Collective Agreement. a) If the Employer proposes to establish a new position or substantially revise an existing position, the Employer shall give notice of such intention to the Union, and shall complete a questionnaire to be forwarded to Human Resources who will submit the questionnaire to the Maintenance Committee. b) ▇▇▇▇▇ to completing a questionnaire, the incumbent(s) or Employer may submit an outline of the position changes to the Maintenance Committee Co-Chairs who will determine if the changes are substantial and will result in a Maintenance Committee evaluation. If the incumbent (s) or Employer disagrees with the determination of substantial change, he/she/they may complete a questionnaire and submit it to the Maintenance Committee who will evaluate the questionnaire. c) An employee, who has completed his/her initial probationary period, may submit a request for re-evaluation when the duties and responsibilities of the position have changed substantially since the last evaluation. The request shall be approved by his/her Manager and submitted to Human Resources who in turn will notify the Union of receipt of the questionnaire and forward the questionnaire to the Maintenance Committee. d) Upon request, the Human Resources Department will provide a copy of the questionnaire to the Union. e) For new positions, the establishment of the final rate of pay shall be retroactive to the date of the filling of the vacancy. f) For reclassified positions, the effective date of the final rate of pay shall be retroactive to the first (1st) Sunday following the date of request for reclassification. g) It is understood between the parties that the Adjudicator shall deal with existing positions only, except when a new position has been proposed by the Employer. h) Registered Nurse positions will be placed onto a pay band according to ▇▇▇ 6.

Classification Plan. The Employer City maintains a classification plan for the classification of positions in the unit. For the purposes of this Agreement, the classification plan shall maintain a position be the one in effect on the effective date of this Agreement. The classification planplan consists of class specifications, class relationship material and other related materials. Amendments Any differences, disputes or controversy concerning the classification of individual positions in the bargaining unit shall be resolved through the grievance procedure at the third step; provided, however, that grievances involving requests for reclassification from one existing classification in the bargaining unit to another existing classification in the positions bargaining unit may be made submitted thereafter to arbitration. Requests for changes in classification, salary increases or title changes will be forwarded by the Employer from time employee’s Department Head to time as changes in organization and work assignments require. New or changed positions shall be evaluated as per the Maintenance Plan. The Maintenance Plan consists of the Maintenance Committee Terms of Reference, Job Evaluation Maintenance Plan, Job Evaluation Factors, Benchmark Examples, and other documents that guide the position classification process. Any changes to the Maintenance Plan will be negotiated by the Parties. The Maintenance Plan in its entirety shall be deemed to be included in the Collective Agreement. a) If the Employer proposes to establish a new position or substantially revise an existing position, the Employer shall give notice of such intention to the Union, and shall complete a questionnaire to be forwarded to Human Resources who will submit the questionnaire to the Maintenance Committee. b) ▇▇▇▇▇ to completing a questionnaire, the incumbent(s) or Employer may submit an outline of the position changes to the Maintenance Committee Co-Chairs who will determine if the changes are substantial and will result in a Maintenance Committee evaluation. If the incumbent (s) or Employer disagrees with the determination of substantial change, he/she/they may complete a questionnaire and submit it to the Maintenance Committee who will evaluate the questionnaire. c) An employee, who has completed his/her initial probationary period, may submit a request for re-evaluation when the duties and responsibilities of the position have changed substantially since the last evaluation. The request shall be approved by his/her Manager and submitted to Human Resources who in turn will notify the Union of receipt of the questionnaire and forward the questionnaire to the Maintenance Committee. d) Upon request, the Human Resources Department within fifteen (15) days of receipt. Such requests will provide a copy be responded to in writing within six (6) months of the questionnaire to the Union. e) For new positions, the establishment of the final rate of pay shall be retroactive to the date of receipt by the filling Human Resources Department unless the time limit is extended by mutual agreement. No response will be made to such a request if the position has been studied within one (1) year of the vacancy. f) For reclassified positions, the effective date of the final rate of pay shall be retroactive to the first (1st) Sunday following the date of request for reclassification. g) request. It is understood and agreed that the Health and Human Services Department will continue to review the assignments of caseloads to the Social Workers and that the Department will commit itself, as far as practicable, to an equal distribution of caseloads among employees. Any differences concerning caseloads shall be resolved through consultation between the parties that Department Head or his or her designee and Union representatives, and such issue will not be subject to the Adjudicator shall deal with existing positions only, except when grievance procedure. The Department’s caseload statistical reports will be forwarded to the Union President on a new position has been proposed by the Employer. h) Registered Nurse quarterly basis. Postings of bargaining unit positions will be placed onto a pay band according to ▇▇▇ 6identify the normal or usual career ladder within the bargaining unit; provided, however, that this provision will neither restrict employee’s promotional opportunities nor require the promotion of employees.

Classification Plan. The Employer shall maintain a position classification plan. Amendments to the positions may be made by the Employer from time to time as changes in organization and work assignments require. New or changed positions shall be evaluated as per the Maintenance Plan. The Maintenance Plan consists of the Maintenance Committee Terms of Reference, Job Evaluation Maintenance Plan, Job Evaluation Factors, Benchmark Examples, and other documents that guide the position classification process. Any changes to the Maintenance Plan will be negotiated by the Parties. The Maintenance Plan in its entirety shall be deemed to be included in the Collective Agreement. a) . If the Employer proposes to establish a new position or substantially revise an existing position, the Employer shall give notice of such intention to the Union, and shall complete a questionnaire to be forwarded to Human Resources who will submit the questionnaire to the Maintenance Committee. b) ▇▇▇▇▇ . Prior to completing a questionnaire, the incumbent(s) or Employer may submit an outline of the position changes to the Maintenance Committee Co-Chairs who will determine if the changes are substantial and will result in a Maintenance Committee evaluation. If the incumbent (s) or Employer disagrees with the determination of substantial change, he/she/they may complete a questionnaire and submit it to the Maintenance Committee who will evaluate the questionnaire. c) . An employee, who has completed his/her their initial probationary period, may submit a request for re-evaluation when the duties and responsibilities of the position have changed substantially since the last evaluation. The request shall be approved by his/her their Manager and submitted to Human Resources who in turn will notify the Union of receipt of the questionnaire and forward the questionnaire to the Maintenance Committee. d) . Upon request, the Human Resources Department will provide a copy of the questionnaire to the Union. e) . For new positions, the establishment of the final rate of pay shall be retroactive to the date of the filling of the vacancy. f) . For reclassified positions, the effective date of the final rate of pay shall be retroactive to the first (1st) Sunday following the date of request for reclassification. g) . It is understood between the parties that the Adjudicator shall deal with existing positions only, except when a new position has been proposed by the Employer. h) . Registered Nurse positions will be placed onto a pay band according to ▇▇▇ 6.