Clerical Classifications Sample Clauses

Clerical Classifications. See Appendix I for positions in each of these classifications. General clerical work, which does not require advanced training and schooling. Must be able to type a minimum of forty-five (45) net words per minute with no more than eight (8) errors. Must use common office procedures. General clerical work similar to "A" but at a higher level. Must be able to type at a minimum of fifty (50) net words per minute with no more than five (5) errors, pass Data Entry I, and be able to use correct grammatical construction, punctuation, and spelling. Secretary or specialized type of clerical service requiring a higher level of responsibility than Clerk B and/or technical knowledge for a specific job. Must be able to type at a minimum of fifty-five (55) net words per minute with no more than five (5) errors.* In addition to the above, the employee must pass Data Entry II and, for certain positions, have skills in basic bookkeeping, accounting and management of accounts, The duties of these positions are essentially similar to those outlined for lower classified secretarial/clerical positions, differing in terms of scope of activity, discretion, responsibility, and utilization of independent judgment. These positions will require advanced computer skills and Data Entry III, and may require knowledge of numeric filing and transcription. The duties of these positions are essentially similar to those outlined for Clerk D and additionally require relevant college course work, bookkeeping and accounting experience, and a good working knowledge of spreadsheets. The responsibilities of the Print Shop Manager are as follows: the Print Shop Manager shall have a working knowledge of and be able to operate print shop equipment, shall order supplies and materials for the print shop and provide for a wide range of printing services.
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Clerical Classifications. The Company agrees to fill vacancies covered by this Agreement above entry level ranges from present staff whenever qualified personnel are available, subject to the following provisions. In all job postings (promotions, demotions, transfers) and layoffs the Company shall consider related experience, education, ability, job-performance. Where these qualifications are relatively equal for two (2) or more employees being considered, preference shall be given to the employee with the greater service. Any or all employees being considered may be subject to such additional test or examinations as the Company may require.
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Clerical Classifications. Clerical Current Effective 1st full pay period in April, 2005 Effective 1st full pay period in April, 2006 Range 3-1 18.36 18.87 19.40 Range 3-2 19.20 19.74 20.29 Range 3-3 20.03 20.59 21.17 Range 3-4 20.87 21.45 22.06 Range 3-5 21.70 22.31 22.93 Range 3-6 22.53 23.16 23.81 Range 3-7 23.36 24.01 24.69 Range 2-1 16.45 16.91 17.38 Range 2-2 17.25 17.73 18.23 Range 2-3 18.05 18.56 19.07 Range 2-4 18.84 19.37 19.91 Range 2-5 19.64 20.19 20.76 Range 2-6 20.43 21.00 21.59 Range 2-7 21.23 21.82 22.44 Range 1-1 14.35 14.75 15.16 Range 1-2 15.06 15.48 15.92 Range 1-3 15.78 16.22 16.68 Range 1-4 16.49 16.95 17.43 Range 1-5 17.19 17.67 18.17 Range 1-6 17.90 18.40 18.92 Range 1-7 19.10 19.63 20.18 27.05 Alternative wage Schedule for employees with two (2) floater days Current Effective 1st full pay period in April, 2005 Effective 1st full pay period in April, 2006 Leswyn Comm 28.13 28.92 29.73 HVAC Tech. 26.38 27.37 28.39 Plumber 24.50 25.19 25.89 Service Tech. I 25.36 26.07 26.80 Service Tech. II 23.99 24.66 25.35 Service Tech. III 22.25 22.87 23.51 Clerical Range 3-1 18.73 19.25 19.79 Range 3-2 19.58 20.13 20.69 Range 3-3 20.43 21.00 21.59 Range 3-4 21.29 21.89 22.50 Range 3-5 22.13 22.75 23.39 Range 3-6 22.98 23.62 24.28 Range 3-7 23.83 24.50 25.18 Range 2-1 16.78 17.25 17.73 Range 2-2 17.60 18.09 18.60 Range 2-3 18.41 18.93 19.46 Range 2-4 19.22 19.76 20.31 Range 2-5 20.03 20.59 21.17 Range 2-6 20.84 21.42 22.02 Range 2-7 21.65 22.26 22.88 Current Effective 1st full pay period in April, 2005 Effective 1st full pay period in April, 2006 Range 1-1 14.64 15.05 15.47 Range 1-2 15.36 15.79 16.23 Range 1-3 16.10 16.55 17.01 Range 1-4 16.82 17.29 17.78 Range 1-5 17.53 18.02 18.53 Range 1-6 18.26 18.77 19.30 Range 1-7 19.48 20.03 20.59 The floater holiday provision for task-rated employees will remain unchanged.
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Clerical Classifications. See Appendix I for positions in each classification. Secretary or specialized type of clerical service requiring a higher level of responsibility for a specific job. Applicants shall demonstrate the ability in typing, data entry, Microsoft Office skills, money accounting and receipt issuing. These factors may be determining factors for hiring or promotion. These skill areas shall be collaboratively designed with the MCCAA leadership. A minimum of an Associate’s Degree is preferred. The duties of these positions are essentially similar to those outlined for Secretary 2 position, differing in terms of scope of activity, discretion, responsibility, and utilization of independent judgment. These positions should be at a higher level of competency. A minimum of an Associate’s Degree is preferred. *Some "2" and "1" positions may not require this level of typing or database applications; however, the positions may require technical skills which will appear on the job posting. Testing of applicants may be required. The District will provide proper medical training (i.e. injections, medications, CPR, First Aid, etc.) for responsibilities and expectations of the position.
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Clerical Classifications. See Appendix I for positions in each of these classifications. Secretary or specialized type of clerical service requiring a higher level of responsibility for a specific job. Must be able to type at a minimum of forty-five (45) net words per minute with no more than five (5) errors.* In addition to the above, the employee must pass Data Entry II and, for certain positions, have skills in basic bookkeeping, accounting and management of accounts. A minimum of an Associate’s Degree is preferred. The duties of these positions are essentially similar to those outlined for lower classified secretarial/clerical positions, differing in terms of scope of activity, discretion, responsibility, and utilization of independent judgment. These positions will require advanced computer skills and Data Entry III. A minimum of an Associate’s Degree is preferred. *Some "C" and "D" positions may not require this level of typing or data base applications; however, the positions may require technical skills which will appear on the job posting.
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Related to Clerical Classifications

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • EMPLOYEE CLASSIFICATIONS Section 1. Definition and Use

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.