JOB CLASSIFICATION AND RE-CLASSIFICATION Clause Samples

The "Job Classification and Re-Classification" clause defines how positions within an organization are categorized and the process for updating these classifications when job duties or organizational needs change. Typically, this clause outlines the criteria for assigning job titles, pay grades, or responsibilities, and describes the procedure for reviewing and modifying these assignments, such as through periodic evaluations or when roles evolve. Its core function is to ensure that employees are accurately classified according to their actual work, promoting fairness in compensation and clarity in job expectations.
JOB CLASSIFICATION AND RE-CLASSIFICATION. 26.1 The Employer will maintain up-to-date job descriptions for all classifications covered by the Collective Agreement. Any changes or modifications to a classification will be presented to and discussed with the Union prior to implementation. 26.2 When a change or modification is made to a job description all Employees in the classification will be provided with a copy of the revised job description. 26.3 The Employer will notify the Union in writing of any new classification created during the term of the Collective Agreement, along with a copy of the job description and the proposed rate of pay. 26.4 In the event that the proposed rate of pay for the classification cannot be agreed between the Employer and the Union, the matter shall be determined by arbitration in accordance with Article 7.6. 26.5 An Employee whose position is re-classified to a lower group classification or who is placed in a position of a lower group classification due to organizational changes will retain the wage they held prior to the date of re-classification and be eligible for transfer by the Employer to positions equivalent in classification to that for which the Employee is being paid. 26.6 Employees involved in a job placement which requires a blending of two (2) pay rates shall not suffer a reduction in their rate of pay.
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JOB CLASSIFICATION AND RE-CLASSIFICATION. 13.01 a) Should the Board create a new position under this Collective Agreement, the Board shall notify the Union, and the parties shall negotiate and reach an agreement on the annual salary before an appointment is made. If no agreement is reached, the matter will be submitted to arbitration in accordance with the provisions of this agreement.
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JOB CLASSIFICATION AND RE-CLASSIFICATION. 18.01 The establishment and maintenance of an employment classification plan covering Employees within the scope of this Agreement shall be the responsibility of the Employer.
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JOB CLASSIFICATION AND RE-CLASSIFICATION. 22.01 The Employer and the Union agree to maintain job descriptions for all positions for which the Union is the bargaining agent. Such job descriptions shall form part of this Agreement as Appendix H attached hereto. 22.02 It is agreed that existing classifications as of the date of this Agreement will not be eliminated or changed without prior agreement of the Union. It is agreed that amendments to job descriptions shall be jointly developed through the Union/Management Job Description Committee, to be updated and reviewed annually. 22.03 When the duties of any job are substantially changed, the Union/Management Job Description Committee shall prepare new job descriptions. Whenever a new job is created or when an existing job within the Administrative classification is substantially changed, the Union/Management Job Description Committee shall prepare a new job description and the rate of pay for said job shall be subject to negotiation between the Employer and the Union. If the parties are unable to agree on the reclassification and the rate of pay for the job in question, such dispute shall be submitted as a grievance under this Collective Agreement at Step 2 of the Grievance Procedure and may proceed to arbitration under this Agreement.
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JOB CLASSIFICATION AND RE-CLASSIFICATION. The agreed to Pay Equity Gender Neutral Comparison System shall be used in the classification of new positions created by the Board and to re-classify positions where skills, effort, responsibilities or working conditions have changed.
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Related to JOB CLASSIFICATION AND RE-CLASSIFICATION

  • 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.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • 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.