Job Classification Sample Clauses
The JOB CLASSIFICATION clause defines how positions or roles within an organization are categorized based on duties, responsibilities, and qualifications. Typically, this clause outlines the criteria for assigning employees to specific job classes, which may affect pay scales, benefits, and promotion eligibility. By establishing clear categories for different types of work, the clause ensures consistency in employment practices and helps prevent disputes over job roles and compensation.
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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.
Job Classification. A. All job titles covered by this Agreement shall be listed (Schedule B Job Classifications and Descriptions). Full-time workers shall be defined as those persons regularly scheduled to work at least thirty-five (35) hours per week, except as otherwise provided for herein. Regular part-time workers shall be defined as those regularly scheduled at 20 hours or more but less than thirty-five (35) hours per week, except as otherwise provided for herein. Those part-time employees scheduled to work fewer than 20 hours per week shall not be subject to this agreement.
B. When new unit titles or new positions are created, including positions which result from the abolition of jobs and/or reorganization of duties, the Union shall be notified. The duties and salary scales shall be shared with the Union prior to filling such positions.
(1) With respect to all employees covered by this Agreement, the Employer shall notify the Union within five (5) working days in writing, giving the name, address, social security number, date of hiring, major duties as defined in Schedule B (Job Classification and Descriptions), position and pay rate upon hiring of a new employee, and shall notify the Union in writing of the name of such employee who has completed his/her probationary period, within ten (10) working days after such completion. The Employer also shall notify the Union in writing within five (5) working days in case of layoff, discharge, where leaves of absence are granted and when employees are recalled to work, giving the names of the employees, dates and other information regarding the same. In addition, the Employer will provide the Union with a copy of the job posting, once the posting is issued, along with the name of the person who vacated the position, thus creating the vacancy, or in the case of a new position, a copy of the posting. The Employer shall also provide the Union with copies of appointment and separation letters.
(2) A new employee shall receive written notification of his/her classification, employment status, salary scale, major duties as defined in Schedule B (Job Classification and Descriptions), upon the completion of the probationary period.
(3) Full job descriptions will be held in Human Resources and may be reviewed upon request.
Job Classification. An employee will attain permanent status in a job classification upon their successful completion of a probationary, trial service, or transition review period.
Job Classification. (a) The Employer and the Union mutually agree the classifications listed in the Salary Schedule in this Collective Agreement shall remain in force and effect throughout the life of this Agreement.
(b) The Employer shall provide the Union with copies of all job descriptions including qualifications and classifications of the positions.
Job Classification. No new employee shall be hired in a job classification until 18 all employees in that classification have been placed.
Job Classification. Compensation Administration shall be responsible for the day-to-day administration and management of the classification plan. This authority shall include:
1. the administration of the rules and regulations governing this classification plan, Board Policies, administrative regulations, and provisions of the collective bargaining agreement pertaining to same;
2. the supervision of all activities pertaining to the management of the classification and compensation plans;
3. the classification of all new jobs;
4. the reclassification of existing jobs when necessitated by defined conditions;
5. the maintenance of current and accurate job descriptions for all approved jobs; and,
6. the surveying of all approved jobs to insure that each job is allocated to the proper job classification. The parties agree to establish a joint committee of 10 representatives, five (5) from Miami-Dade County Public Schools (M-DCPS) and five (5) from the AFSCME. The committee shall conduct a survey of AFSCME jobs to include compensatory and fringe benefits and job descriptions using comparative market available data. The Chief Officer, Human Resources shall be the final authority for the classification or reclassification of approved jobs.
Job Classification. A job classification means the pay (level) and category of work in accordance with the Schedule of Job Classification and pay rates.
Job Classification. Job classifications within the bargaining unit covered by this Agreement are as follows: • Engineer, Administrative (Professional) • Engineer 2, Graduate • Engineer, Senior • Engineering Specialist, Senior • Land Surveyor, Administrative • Land Surveyor, Senior • Radio Engineer 1 • Trainee - Graduate Engineer • Engineer 1, Graduate • Engineer, Principal • Engineering Specialist • Engineering Specialist, Principal • Land Surveyor in Training • Land Surveyor, Principal • Radio Engineer 2 • Trainee - Graduate Land Surveyor Copies of classification specifications for these classifications will be made available in the personnel office of each Agency to employees in the unit and to the Council.
Job Classification. The terms “job classification” and “position title” are interchangeable for purposes of this Agreement.
Job Classification. 3.01 The schedule of job classification grades in effect following the effective date of this Agreement is incorporated into this Agreement as Schedule “A” and shall remain in effect for the duration of this Agreement subject to Article 3.02 below.
3.02 When a new position appropriately covered by this Agreement is established, or where existing job duties are significantly changed so as to affect or alter the job classification(s), the job description will be forwarded to the Union accompanied by a proposed rate based on already existing comparable classifications. If the parties are unable to agree, such a dispute may be submitted to arbitration. The salary, when agreed upon, shall be retroactive to the time the current vacancy was filled by the employee.