Job Challenge Procedure Sample Clauses

The Job Challenge Procedure clause establishes a formal process for disputing or questioning the assignment or performance of a particular job or task within an agreement. Typically, this clause outlines the steps that must be followed if a party believes a job has been assigned incorrectly, is not being performed to standard, or otherwise requires review—such as submitting a written notice, engaging in discussions, or involving a third-party reviewer. Its core practical function is to provide a clear and orderly method for resolving job-related disputes, thereby minimizing misunderstandings and ensuring that concerns are addressed efficiently and fairly.
Job Challenge Procedure. The Challenge Procedure is comprised of two distinct streams, one for employees who volunteered for skill broadening and another for those who did not. Job Challenge Process: 1. The Union shall commence this dispute resolution process by filing a Job Challenge with the relevant contact supervisor. The parties shall meet within seven (7) days to attempt to resolve the matter. Failing a resolution of the matter within fourteen (14) days of filing the grievance, the matter will be referred to the next meeting of the Joint Classification Committee (JCC) in the former Nuclear bargaining unit, or the Implementation Committee (IC) in the former Non-Nuclear bargaining unit. Failing resolution at that meeting, the matter shall be referred to expedited arbitration using a mutually agreed upon expert in job evaluation to act as Arbitrator. 2. The JCC, or IC shall sit monthly or as otherwise agreed to by the parties and consist of three (3) union and three (3) employer representatives. It shall have the power to resolve any dispute concerning the placement of a job on a particular Band by unanimous agreement. If the JCC, or IC cannot reach agreement the matter may be submitted to the expedited resolution process. 3. The Arbitrator’s jurisdiction in these matters is limited to a determination of the correct placement of a job on a particular Band. The Arbitrator cannot alter the rates of the Bands. 4. Briefs shall be prepared by each party for each claim including a statement of facts, brief argument and the relevant provisions of the Collective Agreement. The briefs shall be provided to the Arbitrator at least 7 days prior to any hearing date. The Arbitrator will advise which matters will require witnesses for credibility issues. The parties will also exchange these briefs. 5. The fees of the Arbitrator and costs associated with these hearings shall be shared equally by the parties. 6. Retroactivity will be restricted to 12 months prior to the filing date of the challenge.
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Job Challenge Procedure. Job Challenge Process: First Step 1. The Union (Normally the Principal ▇▇▇▇▇▇▇) shall commence this dispute resolution process by filing a Job Challenge with the relevant contact supervisor. The parties shall meet within seven (7) days to attempt to resolve the matter. Failing a resolution of the matter within fourteen (14) days of filing the Job Challenge, the matter will be referred to second step. Second Step 2. Within thirty (30) days of filing the job challenge, the Union (Principal ▇▇▇▇▇▇▇) and the Sector Vice-President (or delegate) will meet with the HR Representative and Senior Management to attempt to resolve the matter. Failing resolution at second step, the matter may be referred to mediation/arbitration by either party within ten (10) days. Mediation/Arbitration 3. All job challenges will be referred to either ▇▇▇▇▇ ▇▇▇▇▇ or ▇▇▇▇ ▇▇▇▇▇▇ for mediation/arbitration. 4. Briefs shall be prepared by each party for each challenge including a statement of facts, brief argument and the relevant provisions of the Collective Agreement. The briefs shall be provided to the Mediator/Arbitrator at least 7 days prior to any hearing date. The Mediator/Arbitrator will advise which matters will require witnesses for credibility issues. The parties will also exchange these briefs once the Mediator/Arbitrator has received both briefs. 5. The Mediator/Arbitrator’s jurisdiction in these matters is limited to a determination of the correct placement of a job on a particular Band. The Mediator/Arbitrator cannot alter the rates of the Bands. 6. The fees of the Mediator/Arbitrator and costs associated with these hearings shall be shared equally by the parties. 7. Retroactivity will be restricted to 12 months prior to the filing date of the challenge. 8. Time limits may be extended by mutual agreement of the Parties or by order of the Mediator/Arbitrator.
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Job Challenge Procedure. The Challenge Procedure is comprised of two distinct streams, one for employees who volunteered for skill broadening, and another for those who did not. Job Challenge Process: 1. The Union shall commence this dispute resolution process by filing a Job Challenge with the relevant contact supervisor. The parties shall meet within seven (7) days to attempt to resolve the matter. Failing a resolution of the matter within fourteen (14) days of filing the grievance, the matter will be referred to the next meeting of the Implementation Committee (IC). Failing resolution at that meeting, the matter shall be referred to expedited arbitration using a mutually agreed upon expert in job evaluation to act as Arbitrator. 2. The IC shall sit monthly or as otherwise agreed to by the parties and consist of three (3) union and three (3) employer representatives. It shall have the power to resolve any dispute concerning the placement of a job on a particular Band by unanimous agreement. If the IC cannot reach agreement the matter may be submitted to the expedited resolution process. 3. The Arbitrator’s jurisdiction in these matters is limited to a determination of the correct placement of a job on a particular Band. The Arbitrator cannot alter the rates of the Bands. 4. Briefs shall be prepared by each party for each claim including a statement of facts, brief argument and the relevant provisions of the Collective Agreement. The briefs shall be provided to the Arbitrator at least 7 days prior to any hearing date. The Arbitrator will advise which matters will require witnesses for credibility issues. The parties will also exchange these briefs. 5. The fees of the Arbitrator and costs associated with these hearings shall be shared equally by the parties. 6. Retroactivity will be restricted to 12 months prior to the filing date of the challenge. Employees that chose not to participate in the skill broadening initiative will remain in their existing job classifications and maintain their current wage rates. Should a dispute arise concerning changes to their existing job classifications, grievances may be filed under the expedited grievance procedure defined in Article 2 of the collective agreement. A grievance may only be filed if the Company authorizes a substantial increase in the duties and responsibilities of a position. Such grievances cannot be based on a comparison of the work or pay of any employee participating in skill broadening.
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Job Challenge Procedure. The Challenge Procedure is comprised of two distinct streams, one for employees who volunteered for skill broadening and another for those who did not.
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Related to Job Challenge Procedure

  • Exchange Procedure As soon as reasonably practicable following the date of this Agreement and in any event not less than 15 days before the Closing Date, Parent shall cause the Paying Agent to make available upon request a form of letter of transmittal (which shall specify that delivery shall be effected, and risk of loss and title to the Certificates held by such Person shall pass, only upon proper delivery of the Certificates to the Paying Agent) and instructions for use in effecting the surrender upon or after the Effective Time of a Certificate in exchange for the Merger Consideration or the Preferred Merger Consideration with respect to each Share or Preferred Share formerly represented by such Certificate. As soon as reasonably practicable after the Effective Time, Parent shall, or shall cause the Surviving Corporation to, cause the Paying Agent to mail to each record holder, as of the Effective Time, of an outstanding Certificate, who has not previously submitted a duly executed letter of transmittal, such form of letter of transmittal and instructions. If a holder surrenders to the Paying Agent a Certificate, together with such letter of transmittal duly executed, at least two Business Days prior to the Closing Date and such holder is the record holder, as of the Closing Date, then the holder of such Certificate shall be paid on the Closing Date in exchange therefor cash in an amount equal to: (i) in the case of Certificates for Shares, the product of the number of Shares represented by such Certificate multiplied by the Merger Consideration (subject to any applicable withholding tax as specified in Section 2.03(e)), or (ii) in the case of Certificates for Preferred Shares, the product of the number of Preferred Shares represented by such Certificate multiplied by the Preferred Merger Consideration (subject to any applicable withholding tax as specified in Section 2.03(e)), and such Certificate shall forthwith be canceled. If a holder surrenders to the Paying Agent a Certificate, together with such letter of transmittal duly executed, any time after two Business Days prior the Closing Date, and such holder is the record holder, as of the Closing Date, then the holder of such Certificate shall be paid as soon as reasonably practicable in accordance with the immediately preceding sentence, and such Certificate shall forthwith be canceled. No interest will be paid or accrued on the cash payable upon the surrender of the Certificates. If payment is to be made to a Person other than the Person in whose name the Certificate surrendered is registered, it shall be a condition of payment that the Certificate so surrendered shall be properly endorsed or otherwise in proper form for transfer and that the Person requesting such payment pay any transfer or other taxes required by reason of the payment to a Person other than the registered holder of the Certificate surrendered or establish to the satisfaction of the Surviving Corporation that such tax has been paid or is not applicable.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • Discharge Procedure When an employee is discharged or suspended, the employee and the Union shall be advised promptly in writing by the Employer as to the reason for such discharge or suspension.

  • Impasse Procedure 5.1 If negotiations are not successfully concluded by the first day of school, impasse shall exist. At any earlier time either party may declare impasse. Upon reaching of impasse, the items causing the impasse shall be referred to a three-member committee. 5.2 The fact finding committee consisting of three (3) members shall be formed. One (1) member shall be selected by the Association, and one (1) member shall be selected by the Board within five (5) days. The third member shall be selected by the first two (2) members as follows: The parties shall notify the State Superintendent of Public Instruction that a Fact finder is needed and request a list of potential fact finders from the State Superintendent. If no name on the list is agreeable to both parties, a coin toss shall occur with the party winning the toss having the right to strike a name from the list until only one name remains. The person whose name remains on the list will serve as the chairperson of the fact finding committee. 5.3 Within five (5) days after the selection of the chairman, the representatives who have been negotiating for the Board and for the Association shall meet to exchange written language on each item at impasse. The exchanged documents shall also be furnished by each party to the chairman and other members of the committee. 5.4 The chairman shall convene the committee for fact finding. This committee shall meet with the representatives of both parties. Within twenty (20) days after the chairman is selected, the committee shall present written recommendations to the local Board and to the Association. 5.5 If either party decides it must reject any one or more of the committee's recommendations, said party must, within seven (7) days after the committee has presented its recommendations, request a meeting of the representatives who have been negotiating for the Board and for the Association. The parties shall meet within seven (7) days of the request, unless both parties deem it unnecessary. At such meeting, the representatives shall exchange written statements expressing each party's rationale for rejecting each recommendation found unacceptable and shall attempt to clarify any remaining differences. The representatives shall then resume good faith effort to resolve the remaining differences; provided, after fourteen (14) days after the exchange of the written statements, either party may discontinue such effort. 5.6 The costs for the services of the fact-finding committee, including per diem expenses if any, and actual and necessary travel expenses shall be shared in the following manner: the Board shall assume the expenses of the Board representative, the Association shall assume the expenses of the Association representative, and the expenses of the third member shall be shared equally by the Board and the association. 5.7 The Board shall file a copy of the fact finding report with the office of the State Superintendent of Public Instruction. If the effort to resolve differences is successful, the parties shall draft a written agreement and present the agreement to both parties for ratification, and upon ratification such agreement shall also be forwarded to the State Superintendent. If the effort to resolve differences is unsuccessful, the Board shall forward to the State Superintendent in writing its final disposition of the negotiations impasse process within thirty (30) days of the effective date of implementation.

  • Dispute Procedure (1) Unless otherwise provided in the Council's Constitution or in this Collective Agreement, any dispute within the registered scope of the Council shall be resolved as set out below: (a) The General Secretary of the Council shall, after consultation with the Secretary of any relevant Regional Chamber, decide whether any dispute referred to the Council must be dealt with by the Council or the Regional Chamber. (b) The Council shall, from time to time, adopt, by resolution, guidelines for the General Secretary of the Council to follow in the allocation of such disputes. (c) When any dispute is allocated to a Regional Chamber in terms of this clause, then such Regional Chamber shall have the same rights, powers and obligations as the Council.