Job Classifications/Reclassifications Clause Samples

Job Classifications/Reclassifications. There shall be maintained a set of job descriptions covering all established job categories acceptable to both the Board and the Union. Maintenance of and changes to the support staff job descriptions under the Job Evaluation Plan/Pay Equity Program are outlined in Appendix B.
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Job Classifications/Reclassifications. 24.01 Existing classifications shall not be eliminated or changed without prior consultation of the Union. 24.02 The Employer agrees to draw up job descriptions and present them to the Union whenever a new position within the bargaining unit is created. 24.03 Whenever a new position is created within the bargaining unit, the rate of pay shall be subject to negotiations between the Employer and the Union. If the parties are unable to agree on the rate of pay, such difference shall be submitted to grievance and arbitration. 24.04 An employee shall have the right to request clarification of his/her job description if the major duties and/or responsibilities are substantially changed or increased by the Employer/Supervisor. Certified Trades $ 24.77 $ 25.39 $ 26.00 $ 26.62 Transportation Mechanic Uncertified Trades $ 22.18 $ 22.78 $ 23.40 $ 24.01 General Utility Maintenance $ 17.45 $ 17.84 $ 18.23 $ 18.61 Head Custodian Custodian 1A $ 21.19 $ 21.71 $ 22.25 $ 22.75 more than 120,000 Custodian 1B $ 20.81 $ 21.32 $ 21.84 $ 22.33 85,000 to 120,000 Custodian 1C $ 20.33 $ 20.85 $ 21.36 $ 21.86 50,000 to 85,000 Custodian 1D $ 20.02 $ 20.56 $ 21.20 $ 21.58 20,000 to 50,000 Custodian 1E $ 19.68 $ 20.21 $ 20.72 $ 21.25 less than 20,000 Custodian $ 19.24 $ 19.76 $ 20.28 $ 20.80 Custodial Aide $ 14.91 $ 15.22 $ 15.52 $ 15.82 Bus Driver $ 21.50 $ 21.75 $ 22.01 $ 22.28 Payment depends on regular job classification of Employee Paid the rate of the job they are filling in Certified Trades $ 25.51 $ 26.15 $ 26.78 $ 27.41 Transportation Mechanic Uncertified Trades $ 22.84 $ 23.47 $ 24.10 $ 24.73 General Utility Maintenance $ 17.97 $ 18.37 $ 18.78 $ 19.17 Head Custodian Custodian 1A $ 21.82 $ 22.36 $ 22.92 $ 23.44 more than 120,000 Custodian 1B $ 21.43 $ 21.96 $ 22.49 $ 23.00 85,000 to 120,000 Custodian 1C $ 20.94 $ 21.47 $ 22.00 $ 22.51 50,000 to 85,000 Custodian 1D $ 20.62 $ 21.18 $ 21.83 $ 22.23 20,000 to 50,000 Custodian 1E $ 20.27 $ 20.81 $ 21.35 $ 21.89 less than 20,000 Custodian $ 19.82 $ 20.35 $ 20.89 $ 21.42 Custodial Aide $ 15.36 $ 15.68 $ 15.99 $ 16.30 Bus Driver $ 22.14 $ 22.41 $ 22.67 $ 22.95 Payment depends on regular job classification of Employee Paid the rate of the job they are filling in Certified Trades $ 26.15 $ 26.80 $ 27.45 $ 28.10 Transportation Mechanic Uncertified Trades $ 23.41 $ 24.05 $ 24.71 $ 25.35 General Utility Maintenance $ 18.42 $ 18.83 $ 19.25 $ 19.65 Head Custodian Custodian 1A $ 22.37 $ 22.92 $ 23.49 $ 24.02 more than 120,000 Custodian 1B $ 2...
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Job Classifications/Reclassifications. 21.01 Existing classifications shall not be eliminated or changed without prior consultation of the Union. 21.02 The Employer agrees to provide the Union with job descriptions for all jobs for which the Union is the bargaining agent. The Employer shall prepare and provide to the Union a new job description whenever a job, which falls under the collective agreement, is created or where there is a significant change in duties of an existing job which could result in a change of classification. 21.03 An employee shall have the right to request a review of her classification if the duties of her job are substantially changed or increased by the Employer/Supervisor or if she feels her job has been incorrectly or unfairly classified. Such a request shall be in writing to her Supervisor with a copy to the Superintendent/Designate and the Union representative. 21.04 The rate of pay shall be subject to negotiations between the Union and the Employer. If the parties are unable to agree on the reclassification and/or rate of pay for the job in question, such dispute shall be submitted to grievance and arbitration for determination.
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Job Classifications/Reclassifications. 21.01 Existing classifications shall not be eliminated or changed without prior consultation of the Union. 21.02 The Employer agrees to provide the Union with job descriptions for all jobs for which the Union is the bargaining agent. The Employer shall prepare and provide to the Union a new job description whenever a job, which falls under the collective agreement, is created or where there is a significant change in duties of an existing job which could result in a change of classification. 21.03 An employee shall have the right to request a review of her classification if the duties of her job are substantially changed or increased by the Employer/Supervisor or if she feels her job has been incorrectly or unfairly classified. Such a request shall be in writing to her Supervisor with a copy to the Superintendent/Designate and the Union representative. 21.04 Where a new position coming within the scope of this agreement is created during the term of this Agreement, or a current position is substantially changed as per Articles 21.02 and 21.03, the rate of pay shall be subject to negotiations between the Division and the Union. The Employer shall have the right to temporarily establish a rate of pay until the regular rate of pay for the new classification(s) have been agreed upon. If the parties are unable to agree on the classification and/or rate of pay of the job in question, such dispute shall be submitted to grievance and arbitration.
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Job Classifications/Reclassifications. The Board shah have the right to create new positions and temporarily set rates of pay. The board shall prepare job descriptions of both newly created positions and changed positions warranting such. When duties of any job are so changed, or if the Union and the employee feel that the employee, is improperly classified, then the classification may be grieved and arbitrated as well as the rate of pay for new or changed positions. The board retains the right to have an employee revert to the original posted position as per the job description. The new rate of pay shall become effective at the time the new posted position is fast filled or at the time that the employee makes claim for a reclassification, provided any difference is grieved as per this Collective Agreement. The board will provide the Union with a “without prejudice” job description as soon as reasonably possible following the decision to create or change a job description. The Union agrees to meet to discuss the job description as soon as reasonably possible. The proposed job description will not be advertised or posted until: (i) agreement is achieved with the Union; (ii) 48 hours have passed since the meeting with the Union; or (iii) seventy-two (72) hours have passed since the board provided the Union with the draft job description, whichever occurs first.
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Related to Job Classifications/Reclassifications

  • 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.

  • 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.

  • Classification and Reclassification It is understood and agreed that any Lien, sale, lease or other disposition of assets, Dividend, Indebtedness, Investment, Affiliate transaction or prepayment of Indebtedness need not be permitted solely by reference to one category of permitted Lien, sale, lease or other disposition of assets, Dividend, Indebtedness, Investment, Affiliate transaction or prepayment of Indebtedness under Sections 10.01, 10.02, 10.03, 10.04, 10.05, 10.06 and 10.07(a), respectively, but may instead be permitted in part under any combination thereof (it being understood that Lead Borrower may utilize amounts under any category that is subject to any financial ratio or test, including the Consolidated First Lien Net Leverage Ratio, Consolidated Fixed Charge Coverage Ratio, Consolidated Secured Leverage Ratio or Consolidated Total Net Leverage Ratio, prior to amounts under any other category). For purposes of determining compliance at any time with Sections 10.01 and 10.04, in the event that any Lien or Indebtedness meets the criteria of more than one of the categories of transactions or items permitted pursuant to any clause of such Sections 10.01 and 10.04, Lead Borrower, in its sole discretion, may, from time to time, classify or reclassify such transaction or item (or portion thereof) and will only be required to include the amount and type of such transaction (or portion thereof) in any one category. Reclassifications of any utilization of the Incremental Amount shall occur automatically to the extent set forth in the definition thereof.

  • 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.