JOINT CLASSIFICATION APPEALS COMMITTEE Clause Samples

The Joint Classification Appeals Committee clause establishes a designated body responsible for resolving disputes or appeals related to the classification of goods, services, or other relevant items under an agreement. Typically, this committee is composed of representatives from both parties, who review contested classification decisions and issue binding or advisory determinations. By providing a structured and collaborative mechanism for addressing classification disagreements, the clause helps ensure fair resolution and prevents prolonged disputes that could disrupt the contractual relationship.
JOINT CLASSIFICATION APPEALS COMMITTEE. A Joint Classification Appeals Committee shall be established and shall consist of two (2) representatives for each of the Association and the Employer, one of whom will be designated Secretary by Human Resources. The representatives are persons that have been trained in the ▇▇▇▇▇▇ ▇. ▇▇▇ system of job evaluation. No person who was directly responsible for the evaluation or classification prior to the submission of the appeal may be appointed as a representative. 25.6.1 The Joint Classification Appeals Committee shall meet to resolve appeals of job classifications. An employee or his/her supervisor who feels that a position has been incorrectly classified by Human Resources may file a written appeal to the Committee for consideration, notifying the other person that he/she has done so. The written appeal must be submitted not later than twenty (20) working days from receipt of Human Resources' decision on the request for reclassification. The employee and the supervisor may make written representation to the Committee. The Committee may call upon such persons as it deems necessary to give information or advice. The Committee Secretary shall, within twenty (20) working days of receipt of the appeal, notify the person who submitted the appeal of: (a) The decision of the Committee; or (b) The date by which the Committee expects to have made a decision. If the Committee has not made a decision by the date specified in the notice then the Committee Secretary shall ensure that the person who submitted the appeal is kept informed of the status of the appeal and any other date by which the Committee may be expected to have made a decision. 25.6.2 The decision of the Joint Classification Appeals Committee shall be final and binding. The decisions of this Committee are not grievable. The Secretary of the Committee shall communicate the Committee's decision in writing to the supervisor and the employee. 25.6.3 The position which was the subject of the appeal may not be the subject of a subsequent appeal until either: (a) Twelve (12) months shall have elapsed since the previous decision of the Joint Classification Appeals Committee was rendered by the Committee; or (b) The level of the job content for the position shall have seen significant change, as determined by Human Resources, and has been processed by that Office.
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JOINT CLASSIFICATION APPEALS COMMITTEE. A Joint Classification Appeals Committee shall be established and shall consist of a minimum of one (1) and a maximum of two (2) representatives for each of the Union and the Employer, one of whom will be designated secretary by Human Resources. The representatives are persons that have been trained in the ▇▇▇▇▇▇
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JOINT CLASSIFICATION APPEALS COMMITTEE. ‌ If the employee, union, or employer feels that the classification review has not resulted in the correct classification a written appeal may be filed to the joint classification appeals committee for consideration, with notice to the other party as follows: a) Within twenty (20) working days from receipt of the notice from the director of operations, the written appeal must be submitted stating the results of the review conducted under Article 14.3. b) Within five (5) working days of receiving the appeal, the committee will provide written acknowledgement of receipt of the request to the employee and the union. c) The committee shall meet to discuss the appeal and may call for written or personal representation from the employee, the supervisor, and the employer. The employee may have the assistance of a union representative in preparing and presenting the case, and the union representative can be chosen to present the case to the committee. d) Within twenty (20) working days of receipt of the appeal, the committee shall notify the person who submitted the appeal of the decision of the committee. This will be communicated by the secretary of the joint classification appeals committee. The decision of the committee shall be final and binding, and not subject to grievance procedures. A position, which has been the subject of an appeal, may not be the subject of another classification review (and appeal) until six (6) months have elapsed since the decision was rendered by the committee.
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JOINT CLASSIFICATION APPEALS COMMITTEE. A Joint Classification Appeals Committee (in this Article, the “Committee”) shall be established consisting of the Executive Director and CUPE Local 5791 Executive Member. All documentation must be filed with via the Director of Operations.
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JOINT CLASSIFICATION APPEALS COMMITTEE. A Joint Classification Appeals Committee shall be established and shall consist of a minimum of one (1) and a maximum of two (2) representatives for each of the Union and the Employer, one of whom will be designated secretary by the Human Resources Department. The representatives are persons that have been trained in the ▇▇▇▇▇▇ ▇. ▇▇▇ system of job evaluation. No person who was directly responsible for the evaluation or classification prior to the submission of the appeal may be appointed as a representative. 24.4.1 The Joint Classification Appeals Committee shall meet to resolve appeals of job classifications. An employee or his/her supervisor who feels that a position has been incorrectly classified by the Human Resources Department may file a written appeal to the Committee for consideration, notifying the other person that he/she has done so. The written appeal must be submitted not later than twenty
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JOINT CLASSIFICATION APPEALS COMMITTEE. Revise Clause 25.6.1 through 25.6.3 as follows
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Related to JOINT CLASSIFICATION APPEALS COMMITTEE

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief ▇▇▇▇▇▇▇ and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Review Committee The Board representatives agree to have meetings during the school year with the West Branch- Rose City Education Association to discuss problems that may or may not be covered by the provisions of this Agreement; said meetings and problems pertaining to the West Branch-Rose City Area Schools must have a reasonable advance notice and tentative agenda.

  • Nurse Representatives & Grievance Committee (a) The Hospital agrees to recognize Association representatives to be elected or appointed from amongst nurses in the bargaining unit for the purpose of dealing with Association business as provided in this Collective Agreement. The number of representatives and the areas which they represent are set out in the Appendix of Local Provisions. (b) The Hospital will recognize a Grievance Committee, one of whom shall be chair. This committee shall operate and conduct itself in accordance with the provisions of the Collective Agreement and the number of nurses on the Grievance Committee is set out in the Appendix of Local Provisions. (c) It is agreed that Union representatives and members of the Grievance Committee have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. Such permission shall not be unreasonably withheld. If, in the performance of their duties, a union representative or member of the Grievance Committee is required to enter a unit within the hospital in which they are not ordinarily employed they shall, immediately upon entering such unit, report their presence to the supervisor or nurse in charge, as the case may be. When resuming their regular duties and responsibilities, such representatives shall again report to their immediate supervisor. The Hospital agrees to pay for all time spent during their regular hours by such representatives hereunder.

  • Selection Committee A. Each building site will appoint a selection committee for the TLS. The committee shall be comprised of equal numbers of teachers and administrators and at least one teacher will be appointed by the Des Moines Education Association. B. The committee will accept and review application for a TLS position and will make recommendations to the hiring administrator. In developing recommendations, the committee will utilize measures of teacher effectiveness and professional growth, consider the needs of the school district and review the performance and professional development of the applicants. Teachers who are selected must meet all of the qualification contained in the TLS grant and contained in the law.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.