JOB EVALUATION AND CLASSIFICATION Clause Samples

JOB EVALUATION AND CLASSIFICATION. ‌ Whenever a substantial change in the method of operation, tools or equipment occurs, or if a change in the Civil Service classification is made or if a new classification is created or if a wage inequity exists, the City and the Union shall meet for the purpose of negotiating a rate of pay for the classification in question. Both the City and the Union may propose inequity adjustments. In the event the City and Union are unable to reach an agreement on the wage adjustment, the parties shall submit the dispute to advisory arbitration.
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JOB EVALUATION AND CLASSIFICATION. ‌ 27.01 The Employer will use the Hay job evaluation system to classify positions within the Bargaining Unit. 27.02 All new bargaining unit positions shall be evaluated by the Employer using its job evaluation methodology. Upon request by the incumbent Employee and in accordance with Article 28, existing positions that have been modified shall also be evaluated by the Employer using its job evaluation methodology. The Employer will notify the Employee and the Union of the results of this evaluation including factor ratings and rationale, and the resulting salary range. 27.03 The parties agree that a Joint Job Evaluation Appeal Committee will be formed consisting of two
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JOB EVALUATION AND CLASSIFICATION. The administration and operation of a job evaluation program, including job description and job classifications, are the function and responsibilities solely of the Hospital, and the Hospital will continue to provide the Union with copies of job descriptions for all job classifications in the bargaining unit as such descriptions become available. Such job descriptions will list the major or central duties of the described job classifications and shall include automatically all functionally related duties, whether listed or unlisted. Furthermore, such job descriptions are for information purposes only and in no way restrict or limit job content or employee work assignments. Any change in job descriptions shall first be furnished to the Union prior to the effective date of the change.
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JOB EVALUATION AND CLASSIFICATION. The responsibility for the evaluation of any work rests with the Company and will be done on the basis of the Company job evaluation plan. It is the purpose of the job evaluation plan to determine clas- sifications relative to wage structure. This is ac- complished by careful analysis of each job based on various factors which are usually present to some degree in every job. The details are set out in the “job rating plan”, which will remain unchanged for the duration of this agreement. Each new job, or existing job which has changed during the current agreement, will be evaluated and
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JOB EVALUATION AND CLASSIFICATION. The responsibility for the evaluation of any work rests with the Company and will be done on the basis of the Company job evaluation A
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JOB EVALUATION AND CLASSIFICATION. Job evaluation, job descriptions, and/or job classifications shall not be subject to the provisions of the Grievance Procedure. Provided, however, that the City recognizes the right of a regular full-time employee to appeal any disciplinary action based upon failure to meet the required standard of job performance through the Grievance Procedure. Any change in job descriptions shall first be furnished to the Union prior to the effective date. In the event a new classification is established by the City which is related to an existing classification in the bargaining unit, the City will promptly notify the Union prior to placing the classification into effect. The parties agree to meet within seven (7) days of the notice to mutually agree upon the new classification and rate of pay. If the parties are unable to agree, the Union may file a grievance at Step 4 of the Grievance Procedure.
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JOB EVALUATION AND CLASSIFICATION. 20.01 The current Job Classifications include Sales Rep classifications named Media Account Consultants and shall also include “trainees”. 20.02 Where the Company creates a new position or significantly changes the job content of an existing position, the parties will meet to determine the basic rate of pay of the position. 20.03 Where the parties do not reach a satisfactory agreement on the basic rate of pay, the Company shall make the decision it deems necessary. 20.04 The Union may submit the disagreement to arbitration in accordance with the provisions of Article 16. 20.05 The arbitrator shall have the powers of an interest arbitrator provided for in the Labour Relations Code, and shall have jurisdiction solely on determining the basic rate of pay.
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JOB EVALUATION AND CLASSIFICATION. The responsibility for the evaluation of any work rests with the Company and will be done on the basis of the Company job evaluation plan. When it has been determined that an em- ployee request is valid, the re-evaluation will be conducted, in consultation with the Union Job Evaluation Specialist as required. It is the purpose of the job evaluation plan to determine classifications relative to wage structure. This is accomplished by careful analysis of each job based on various factors which are usually present to some degree in every job. The details are set out in the “job rating plan”, which will remain unchanged for the duration of this agreement. Each new job, or existing job which has changed during the current agreement, will be evaluated and classified. The Union will be given a copy of the evaluation upon its being placed into effect.
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JOB EVALUATION AND CLASSIFICATION. The parties acknowledgethat the intention of the Corporation to establish a new job evaluation plan to replace the present plan. The Corporation agrees to hold meaningful consultationwith the BargainingAgent on this issue and shall negotiate with the Bargaining Agent prior to implementation.
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Related to JOB EVALUATION AND 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.

  • 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.