Common use of JOB CLASSIFICATIONS Clause in Contracts

JOB CLASSIFICATIONS. 22.1 If a new position is established or an existing position is substantially changed, it shall be evaluated by the Joint Job Evaluation Committee in accordance with the job evaluation system and maintenance guidelines for the system established herein, and shall be paid the group rate that the position falls within, and shall not be subject to re-evaluation for a period of four hundred and eighty (480) working hours, provided that if the new position does not fall within any existing group rate, a new group rate shall be negotiated in accordance with the provisions of this Article. 22.2 The Job Evaluation Plan is the basis for determining the job class applicable to any existing positions, and any positions which have incurred significant increases or decreases in job functions. 22.3 In the event that a new position is created or significant change(s) occur in an existing position, the employee, the Association, or a representative of Service management may request through the Human Resources Department, that the position be reclassified by the Job Evaluation Committee. 22.4 Any such request shall be submitted by way of a "Request for Reclassification" form, detailing reasons for the request. 22.5 The Job Evaluation Committee shall consist of four representatives, two to be appointed by Service management and two to be appointed by the Association. Alternates will be identified. 22.6 The Job Evaluation Committee will decide whether an evaluation will take place, conduct an evaluation when applicable, and inform the incumbent and supervisor of the result(s). The majority decision of the Committee shall be final and binding on all parties. 22.7 In the event that the Job Evaluation Committee is unable to reach a decision, the matter will be referred to appeal. 22.8 An appeal shall be heard by the Chief of Police or his designee and the President of the Association, unless a conflict of interest arises, in which case alternates will be appointed as necessary. 22.9 The unanimous decision of the Chief of Police or his designee and the Association President shall be final and binding on all parties. 22.10 If no agreement can be reached by the Chief of Police or his designee and the Association President, the matter will be subject to the Grievance Procedure.

JOB CLASSIFICATIONS. 22.1 If a new position is established or an existing position is substantially changed, it shall be evaluated by the Joint Job Evaluation Committee in accordance with the job evaluation system and maintenance guidelines for the system established herein, and shall be paid the group rate that the position falls within, and shall not be subject to re-evaluation for a period of four hundred and eighty (480) working hours, provided that if the new position does not fall within any existing group rate, a new group rate shall be negotiated in accordance with the provisions of this Article. 22.2 The Job Evaluation Plan is the basis for determining the job class applicable to any existing positions, and any positions which have incurred significant increases or decreases in job functions. 22.3 37.01 In the event that a new position is created introduced, not covered by Schedule A of the Full-time Collective Agreement or significant change(s) occur in an existing positionSchedule B of the Part-time Collective Agreement, the employeeJoint Job Evaluation Committee will establish a proper classification for the position. Furthermore, if an employee considers that the tasks of her position have changed significantly, the Association, or a representative of Service management may request through employee and the Human Resources Department, that Department Manager shall review the position job description. The revised job description will be reclassified classified by the Joint Job Evaluation Committee. The Joint Job Evaluation Committee will meet monthly. In the event that an employee considers that she is incorrectly classified the employee may choose to present an appeal to the Review Committee. The Review Committee comprised of the Chair of both the Management and Union Job Evaluation Committee will review appeals presented, in writing, by an employee who wishes to challenge the classification result. The Review Committee will assess the appeal's validity and either advance the appeal to the Joint Job Evaluation Committee or deny the appeal. Failing settlement of the above the employee has the right to initiate a grievance pursuant to Article 13 - Complaint and Grievance Procedure. 22.4 Any such request shall be submitted by way of a "Request for Reclassification" form, detailing reasons for the request. 22.5 (a) The Joint Job Evaluation Committee shall consist meet monthly, and shall be comprised of four representativesfive (5) representatives of the Gallery, two and five (5) representatives of the Union. No meeting shall proceed unless the Committee has a quorum, which shall be no less than six (6) committee members altogether, comprised of three (3) representatives from each party. (b) When her job description or classification is introduced to be appointed by Service management the JJEC for review, the committee may invite the employee and/or the Manager to attend a meeting to provide insight into the nature of the position, to address specific questions, or to provide clarity on a particular aspect of her job description. The employee may request a ▇▇▇▇▇▇▇ to attend such meeting with her. (c) For the purpose of assuring transparency and two fairness of process, the Employer shall distribute to be appointed all employees copies of the Job Classification Plan currently in use by the Association. Alternates will be identifiedCommittee. 22.6 The 37.03 In assessing any salary established by the Gallery, the Board of Arbitration shall be guided by the existing rate structure in the Gallery and the relationship of the job under review to other job classifications and salaries established by this Collective Agreement. A Board of Arbitration also may have reference to salaries paid in comparable jobs in comparable institutions. 37.04 Where a written request from the OPSEU Representative is received by the Gallery, the Joint Job Evaluation Committee will decide whether an evaluation will take place, conduct an evaluation when applicable, and inform shall be suspended during the incumbent and supervisor course of the result(s)bargaining as contemplated under Article 38. The majority decision of OPSEU Representative will advise the Committee shall be final and binding on all parties. 22.7 In Gallery in writing when the event that the Joint Job Evaluation Committee is unable to reach a decision, the matter will be referred to appealmay resume regular meetings. 22.8 An appeal shall be heard by the Chief of Police or his designee and the President of the Association, unless a conflict of interest arises, in which case alternates will be appointed as necessary. 22.9 The unanimous decision of the Chief of Police or his designee and the Association President shall be final and binding on all parties. 22.10 If no agreement can be reached by the Chief of Police or his designee and the Association President, the matter will be subject to the Grievance Procedure.

JOB CLASSIFICATIONS. 22.1 If a new position is established or an existing position is substantially changed34.01 The Employer will determine the assignment of duties to Employees. Notwithstanding the foregoing, it the Employer will endeavour to consult with the employees concerned prior to any change in assignments. 34.02 Each employee shall be evaluated by provided with a copy of their position duties specification. 34.03 Employees who feel they are not properly classified may apply to the Joint Job Evaluation Committee Employer for reclassification. The Employer shall respond in writing within sixty (60) days. The Union shall be provided with a copy of the response. If the decision of the Employer is not satisfactory to the employee, the difference may be resolved in accordance with the job evaluation system and maintenance guidelines for dispute resolution process. Any change in salary due to the system established herein, and review shall be paid retroactive to the group date of the employee’s request. 34.04 An employee whose position is reclassified to a class having a higher pay range shall receive an increase to the first step above their present rate of pay in the pay range of the new class. The Employer, however, shall review the circumstances pertinent to the reclassification and may award at least one additional increment in a case which, if granted, would be effective on the date that the position falls within, and shall not be subject reclassification request was initiated pursuant to re-evaluation 34.03. 34.05 Eligibility for a period of four hundred and eighty (480) working hours, provided that if the new position does not fall within any existing group rate, a new group rate future salary adjustments shall be negotiated determined in accordance with Article 13.05 until the provisions of this Articleemployee reaches the maximum step in the range to which their position has been reclassified. 22.2 The Job Evaluation Plan is the basis for determining the job class applicable to any existing positions, and any positions which have incurred significant increases or decreases in job functions. 22.3 In the event that a new position is created or significant change(s) occur in an existing position, the employee, the Association, or a representative of Service management may request through the Human Resources Department, that the position be reclassified by the Job Evaluation Committee. 22.4 Any such request shall be submitted by way of a "Request for Reclassification" form, detailing reasons for the request. 22.5 The Job Evaluation Committee shall consist of four representatives, two to be appointed by Service management and two to be appointed by the Association. Alternates will be identified. 22.6 The Job Evaluation Committee will decide whether an evaluation will take place, conduct an evaluation when applicable, and inform the incumbent and supervisor of the result(s). The majority decision of the Committee shall be final and binding on all parties. 22.7 34.06 In the event that the Job Evaluation Committee is Union disagrees with the step assigned to an employee whose position has been reclassified to a class having a higher pay range, then such allocation may be the subject of a grievance. 34.07 Where new classifications are created or current classifications are altered, the Employer will advise the Union in advance of the nature of the classifications, the inclusion or exclusion of the classification from the bargaining unit and the proposed salary rate. Should the Union object to any changes and the Parties are unable to reach a decisionagreement, the matter will Employer may implement such changes and the difference may be referred to appeal. 22.8 An appeal resolved in accordance with the dispute resolution process. Any change in salary shall be heard by the Chief of Police or his designee and the President of the Association, unless a conflict of interest arises, in which case alternates will be appointed as necessary. 22.9 The unanimous decision of the Chief of Police or his designee and the Association President shall be final and binding on all parties. 22.10 If no agreement can be reached by the Chief of Police or his designee and the Association President, the matter will be subject retroactive to the Grievance Proceduredate the new position was filled or the effective date that the position was altered.

JOB CLASSIFICATIONS. 22.1 If a new position is established or an existing position is substantially changed, it shall be evaluated by the Joint Job Evaluation Committee in accordance with the job evaluation system and maintenance guidelines for the system established herein, and shall be paid the group rate that the position falls within, and shall not be subject to re-evaluation for a period of four hundred and eighty (480) working hours, provided that if the new position does not fall within any existing group rate, a new group rate shall be negotiated in accordance with the provisions of this Article. 22.2 The Job Evaluation Plan is the basis for determining the job class applicable to any existing positions, and any positions which have incurred significant increases or decreases in job functions. 22.3 37.01 In the event that a new position is created introduced, not covered by Schedule A of the Full-time Collective Agreement or significant change(s) occur in an existing positionSchedule B of the Part-time Collective Agreement, the employeeJoint Job Evaluation Committee will establish a proper classification for the position. Furthermore, if an employee considers that the tasks of her position have changed significantly, the Association, or a representative of Service management may request through employee and the Human Resources Department, that Department Manager shall review the position job description. The revised job description will be reclassified classified by the Joint Job Evaluation Committee. The Joint Job Evaluation Committee will meet monthly. In the event that an employee considers that she is incorrectly classified, the employee may choose to present an appeal to the Review Committee. The Review Committee, comprised of the Chair of both the Management and Union Job Evaluation Committee, will review appeals presented, in writing, by an employee who wishes to challenge the classification result. The Review Committee will assess the appeal's validity and either advance the appeal to the Joint Job Evaluation Committee, or deny the appeal. Failing settlement of the above the employee has the right to initiate a grievance pursuant to Article 13 - Complaint and Grievance Procedure. 22.4 Any such request shall be submitted by way of a "Request for Reclassification" form, detailing reasons for the request. 22.5 (a) The Joint Job Evaluation Committee shall consist meet monthly, and shall be comprised of four representativesfive (5) representatives of the Gallery, two and five (5) representatives of the Union. No meeting shall proceed unless the Committee has a quorum, which shall be no less than six (6) committee members altogether, comprised of three (3) representatives from each party. (b) When her job description or classification is introduced to be appointed by Service management the JJEC for review, the committee may invite the employee and/or the Manager to attend a meeting to provide insight into the nature of the position, to address specific questions, or to provide clarity on a particular aspect of her job description. The employee may request a ▇▇▇▇▇▇▇ to attend such meeting with her. (c) For the purpose of assuring transparency and two fairness of process, the Employer shall distribute to be appointed all employees copies of the Job Classification Plan currently in use by the Association. Alternates will be identifiedCommittee. 22.6 The 37.03 In assessing any salary established by the Gallery, the Board of Arbitration shall be guided by the existing rate structure in the Gallery and the relationship of the job under review to other job classifications and salaries established by this Collective Agreement. A Board of Arbitration also may have reference to salaries paid in comparable jobs in comparable institutions. 37.04 Where a written request from the OPSEU Representative is received by the Gallery, the Joint Job Evaluation Committee will decide whether an evaluation will take place, conduct an evaluation when applicable, and inform shall be suspended during the incumbent and supervisor course of the result(s)bargaining as contemplated under Article 38. The majority decision of OPSEU Representative will advise the Committee shall be final and binding on all parties. 22.7 In Gallery in writing when the event that the Joint Job Evaluation Committee is unable to reach a decision, the matter will be referred to appealmay resume regular meetings. 22.8 An appeal shall be heard by the Chief of Police or his designee and the President of the Association, unless a conflict of interest arises, in which case alternates will be appointed as necessary. 22.9 The unanimous decision of the Chief of Police or his designee and the Association President shall be final and binding on all parties. 22.10 If no agreement can be reached by the Chief of Police or his designee and the Association President, the matter will be subject to the Grievance Procedure.