Common use of Job Classification Clause in Contracts

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. 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 week36.01 Where the Employer creates a new classification, 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 which is not be subject to this agreement. B. When new unit titles or new positions are created, including positions which result from included in 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 Collective Agreement, the Employer shall notify will serve the Union and Chapter Chairperson with notice of the new classification including the job description and the proposed salary range. 36.02 Where the Employer creates a new classification as described in 36.01 the parties shall enter into a Letter of Understanding signed by the President of AUPE and the Employer confirming such agreement. Once a new Collective Agreement has been reached that contains the new Classification and Salary the Letter of Understanding shall be removed. 36.03 Reclassification The Union will be advised of the Employer’s interest in potentially reclassifying current bargaining unit positions. The updated job description will be sent to the Union and Chapter Chair for review. If the Union does not agree with the reclassification as determined by the Employer, the parties will attempt to reach an agreement through meaningful consultation, the Union may, within five sixty (560) working calendar days of the date the reclassification was proposed, refer the matter Arbitration pursuant to Clause 33.05. Should the Union not refer the matter to Arbitration within this sixty (60) calendar day time limit, the Employer’s final position shall be implemented. 36.04 Where an Employee believes they are classified incorrectly, the following shall apply: (a) The Employee shall make a request, in writing, giving to the nameEmployer to be reclassified. Such request will include the reason for the request for the reclassification, address, social security number, date of hiring, major duties as defined in Schedule B the Employee's current classification and the classification for which the Employee wishes to apply; (Job Classification and Descriptions), position and pay rate upon hiring of a new employee, and shall notify the Union b) The Employer will respond to such request 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 to the job postingUnion; and (c) In the event that the Employee's request is refused, once the posting is issued, along Employee may file a grievance in accordance 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 grievance and separation lettersarbitration procedure. (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. A. All The following hourly rates ill apply during the term of this Agreement: Hourly Rates Effective Maintenance Electrician Elevator Operator (after months) (2nd months) lines. Maintenance, housekeeping and lubrication duties may be required of any employee. Employees who er perform maintenance duties or assist in performing maintenance duties will e paid at the rate of their own regular job titles covered classification. There is no contract obligation for establishing light duty job classifications. There are no minimum crew or job requirements. The Company has the sole right to determine the er of employees in any job classification as well as the right to determine size in the plant or any portion thereof, provided there is no violation of the Canada Labour Code. Classifiedjobs may If employees within the bargaining nit do not possess the necessary skills to fill a vacancy, the Company may fill such vacancy by this Agreement hiring from outside. Employees will be paid a premium of per hour which shall be listed (Schedule B Job Classifications and Descriptions)paid to those employees who working in the hold of a ship while the trimming machine is in operation. 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 premium shall not be subject included in the calculation of overtime payments. Nonemployee, contract labourers ay be used to this agreement. B. When new unit titles supplement the Company's workforce in handling lines, and clean-up work. Such contract labourers will not be used if any full-time employee is in a layoff status unless such laid off employ e either cannot be immediately contacted, or new positions are created, including positions which result from the abolition of jobs and/or reorganization of dutiesif contacted, the Union shall be notifiedemployee s the opportunity to perform the available work. The duties and salary scales shall "contract labour will be shared deemed to not include skilled tbruaidldeisnpgeorsr ocnosn,sttreuctinoonltoragdiceasl. or individuals associated with the Union prior perform the available work. Section Shift Differentials the higher shift differential will apply. A shift differential is paid in addition to filling such positions. (1) With respect is scheduled and working on either of Section If an employee is higher-ratedjob classification, he will receive upgraded job for hours or more. This specifically assigned to all employees covered fill a work. However, it does not apply to employ other job classifications. y transferred by this Agreementthe Company to a rate of pay provided he works on the Section Permanent Transfers An employee who is transferred to a tower-rated job classification will receive the lower rate at the ti e he begins work in the lower-rated job. If he is permanently transferred to a higher-rated job classification, he will receive 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 higher-rated job after he has completed his/her probationary period, within ten (10) working days after such completion. The Employer also shall notify his and trial period and can satisfactorily perform 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 duties of the job postingwith no more n than is required by other employees the same job. A If the Company creates new job classification, once the posting is issuedCompany establish a rate for such classification and, along if by the Union, shall after no more than days of job experience, negotiate with the name a permanent rate for such classification Such negotiated rate e retroactive to the date that the job was established. If the negotiation of such rate an impasse, there shall be no arbitration of such wage rate. In the event of such impasse, he rate negotiation will be deferred to the next regular negotiation of the person who vacated contract and the position, thus creating the vacancy, or of retroactivity shall be as provided 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 lettersthis Section. (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. A. All job titles covered New Classifications 13.01 Should the Employer find it necessary to create a new classification during the life of this Collective Agreement, the new classification will be included within the scope of this Collective Agreement provided that: (a) The Parties to this Collective Agreement mutually agree that the classification is within the scope of this Collective Agreement, or, failing that; (b) The Labour Relations Board rules that the new classification is within the scope of this Collective Agreement. (a) When a new classification is created under Article 13.01 above, for which there is no pay scale in this Collective Agreement, the Employer may establish an interim pay rate and agrees to give written notice to the Union of the new classification and the proposed basic rate of pay for such classification within twenty (20) calendar days. (b) The Union may contest the proposed basic rate of pay by this Agreement sending written notice to the Employer not later than twenty (20) calendar days from the date of the Employer’s notice. (c) Should the parties not be able to agree to the basic rate of pay, the Union may within sixty (60) calendar days of the date the new classification was created or included in the bargaining unit, refer the salary scale to Arbitration. Should the Union not refer the matter to Arbitration within the stated time limit, the final position of the Employer, as stated in negotiations, shall be listed implemented. (Schedule B Job Classifications d) Should the parties through discussion and Descriptions). Full-time workers shall negotiation not be defined as those persons regularly scheduled able to work at least thirty-five (35) hours per weekagree to a position title, 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 it is understood that the Employer’s decision in respect to work fewer than 20 hours per week the position title shall not be subject to the Grievance and Arbitration procedure in this agreement. B. When new unit titles Collective Agreement or new positions are created, including positions which result from in 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 positionsCode. (1e) With respect to all employees covered by this AgreementIf the interim rate of pay is amended as a result of negotiations or arbitration, the amended basic rate of pay shall be effective from the date the Union received notice from the Employer of the new classification. (a) An Employee who has reason to believe that she is improperly classified due to a substantial change in job duties, may apply to the Human Resources Department to have her classification reviewed. The Human Resources Department will give consideration to such application and notify the Employee accordingly. (b) Should the Employee feel that she has not received proper consideration in regard to a classification review, she may request that the matter be further reviewed by discussion between the Union and the Employer. (c) 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, decision 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.sixty

Job Classification. A. All job titles covered by this Agreement Classification Criteria (a) The Employer shall be provide classification criteria for all Provincial Classifications listed (Schedule B Job in the "Composite Listing of Classifications and Descriptions)Salary Rates" to the Union. Full-time workers shall be defined as those persons regularly scheduled The purpose of the classification criteria is to work at least thirty-five (35) hours per week, except as otherwise provided provide a guideline 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 the determination of each employee's classification and shall not be subject considered as an amendment to this agreement.the established certificates or as a complete definition of any classification. New Classification Criteria B. When (a) In the event that the Employer creates a new classification which is within the scope of the bargaining unit titles or in accordance with Article and which is not listed in the Salary Appendix, but which is listed as a Provincial Classification in the "Composite Listing of Classifications and Salary Rates", the basic rate of pay for the new positions are createdclassification shall be the same as is listed for the Provincial Classification in the "Composite Listing of Classifications and Salary Rates". In the event that the Employer creates a new classificationwhich is within the scope of the bargaining unit in accordance with Article and which is not listed in the "Composite Listing of Classifications and Salary Rates" the following will occur: The Employer, including positions which result shall provide classification criteria for the new classification to the The basic rate of pay for the new classification shall be established by the Employer. The Employer shall notify the Employee and the of the basic rate of pay for the new classification as established by the Employer. In the event that the basic rate of pay for the new classification established by the Employer is not acceptable to the the shall, within thirty (30) calendar days from the abolition date they received notification of jobs and/or reorganization the basic rate of dutiespay for the new classification, notify the Employer that they wish to negotiate the basic rate of pay for the new classification established by the Employer. The Employer and the shall meet to negotiate the basic rate of pay for the new classification established by the Employer. If a satisfactory conclusion to such negotiations is not reached within sixty (60) calendar days from the date that the received the basic rate of pay for the new classification established by the Employer, the Union shall be notifiedhave an additional fourteen (14) days to refer, in writing, the matter of basic rate of pay for the new established by the Employer to Arbitration in accordance with Article Step Arbitration. Change to Existing Classification Criteria In the event that the Employer changes the classification criteria listed in the "Composite Listing of Classifications and Salary Rates" the following will occur: The duties and salary scales Employer shall be shared with provide the Union changed classification criteria to the If changes to the classification criteria have the effect of significantly altering the core functions of an existing Classification, the may, within thirty (30) calendar days from the date they received notification of the change, notify the Employer that they wish to negotiate the basic rate of pay of that Classification. If the is notified of the change to the classification criteria within the four (4) month period prior to filling the expiration date of the Collective Agreement, such positions. negotiation and resolution of the basic rate of pay shall occur during the negotiation of the next Collective Agreement between the parties. If the is notified of the change to the classification criteria before the four (1) With respect 4)month period prior to all employees covered by this the expiration date of the Collective Agreement, the Employer following provisions shall notify apply: if a satisfactory conclusion to such negotiations is not reached within sixty (60) calendar days from the date that the received notification of the changed classification criteria, the Union within five shall have an additional fourteen (514) working calendar days to refer, 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 matter of the name basic rate of such employee who has completed his/her probationary periodpay for the changed classification criteria, within ten (10) working days after such completion. The Employer also shall notify the Union to Arbitration 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 accordance 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 lettersArticle Step Arbitration. (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.