NEW CLASSIFICATIONS AND WAGE RATES Sample Clauses

The "New Classifications and Wage Rates" clause establishes a process for introducing new job roles or modifying existing ones within an organization, along with determining appropriate pay rates for these positions. Typically, this clause outlines how new classifications are proposed, reviewed, and agreed upon by relevant parties, such as management and employee representatives, and specifies how wage rates for these roles are set, often referencing existing pay structures or negotiation procedures. Its core function is to ensure that any changes to job roles and their compensation are handled transparently and fairly, preventing disputes and maintaining equity in the workplace.
NEW CLASSIFICATIONS AND WAGE RATES. It is agreed that job classifications and wage rates not specifically set out in the attached appendices of this Agreement shall be included in the schedule by mutual consent of both parties to this Agreement. If unable to agree, either party may invoke the grievance procedure as defined in this Agreement.
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NEW CLASSIFICATIONS AND WAGE RATES. Upon agreement thereon by Company and Union, additional regular classifications, wages therefor, and normal Lines of Progression may be established, and the wages, duties and Line of Progression of any classification may be adjusted. Pending such agreement, Company may establish temporary classifications and wages therefor. (Amended 1-1-80)
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NEW CLASSIFICATIONS AND WAGE RATES. In the event of a new classification within the bargaining unit, the Employer shall establish the duties and rate of pay. The Union shall have the right to negotiate as to the propriety of the rate of pay.
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NEW CLASSIFICATIONS AND WAGE RATES. When necessary, the District will write new job specifications, evaluate and set rates, and install new or modified classifications. Copies of the new job specification and rates of pay shall be furnished the Union as soon as possible. The Union shall have fifteen (15) calendar days from receipt of the new job specification and rates to indicate agreement or disagreement with the new job specification and rates of pay as installed by the District. Failure to notify the District of this agreement as set forth above shall signify acceptance of the specification and rates. In the event of timely disagreement by the Union, the parties shall meet to negotiate the specification and rates. Should the parties fail to reach agreement within thirty (30) calendar days, the matter shall be referred directly to arbitration. Unless the District’s operational needs require otherwise, the foregoing process shall be completed before any new or modified classifications are implemented.
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NEW CLASSIFICATIONS AND WAGE RATES. When necessary, the District will write new job specifications, evaluate and set rates, and install new or modified classifications. Copies of the new job specification and rates of pay shall be furnished the Union as soon as possible. The Union shall have fifteen (15) calendar days from receipt of the new job specification and rates to indicate agreement or disagreement with the new job specification and rates of pay as installed by the District. Failure to notify the District of this agreement as set forth above shall signify acceptance of the specification and
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NEW CLASSIFICATIONS AND WAGE RATES. Upon written agreement thereon by the Company and the Union, additional classifications and rates of pay therefor may be established and the rate of pay or duty of any classification may be adjusted. Pending such written agreement, the Company may establish temporary classifications and rates of pay therefor and temporarily adjust the rate of pay or duties of any classification. Separate classifications may be established for employees receiving critical classification pay. (Amended 6/1/03)
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NEW CLASSIFICATIONS AND WAGE RATES. (a) When Company wishes to establish temporary classifications and wages or temporarily modifies job content for the purpose of improving efficiency of operations, Company will give Union 30 days written notice of its intention to conduct any such efficiency experiment. Upon request from Union, the parties will meet and confer during the 30‑day period before implementation, thereby giving Union an opportunity to familiarize itself with the experiment. The duration of any such efficiency experiment will not exceed six months without Union's concurrence. Company will, on a weekly basis, provide Union with all data compiled or derived from such experimentation. Based on such experimentation, Company and Union may then establish permanent classifications and wages or permanently modify job content in accordance with Subsection (b) below. (b) Upon the written request of one party to the other, the parties agree to open discussions during the term of the Agreement to discuss additional classifications, wages therefore, and normal Lines of Progression. Upon agreement thereon by Company and Union, such changes may be implemented. (Amended 1‑1‑91) 204.5 WAGE RATE ON UPGRADE OR PROMOTION (a) the first step of the wage progression of such classification which is higher than the employee's present wage rate, or (Amended 1‑1‑91) (b) the wage step in the higher classification determined by the time previously accumulated in such higher classification, as provided for in Subsection 204.2(b), or (c) the top rate of pay of such higher classification if the employee has previously been demoted or displaced, pursuant to Title 206, from a classification having a higher wage rate than the classification to which the employee is assigned. (Amended 1‑1‑91) 204.6 WAGE RATE ‑ ASSIGNED LOWER CLASSIFICATION (a) When Company appoints an employee from another Line of Progression to a beginner's classification and such employee is receiving a rate of pay less than the maximum rate of pay provided for in the beginner's classification to which the employee is appointed, such employee shall retain his/her present wage progressive step and be credited with time spent in such step but not to exceed six months toward the next progressive wage increase. The rate of pay for the wage progressive step the employee is now in will be adjusted to the rate of pay for such corresponding step for the beginner's classification in the new Line of Progression which relates to his/her time progression and...
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NEW CLASSIFICATIONS AND WAGE RATES. When necessary, SacRT will write new job specifications, evaluate and set rates, and install new or modified classifications. Copies of the new job specification and rates of pay shall be furnished the Union as soon as possible. The Union shall have 15 calendar days from receipt of the new job specification and rates to indicate agreement or disagreement with the new job specification and rates of pay as installed by SacRT. Failure to notify SacRT of this agreement as set forth above shall signify acceptance of the specification and rates. In the event of timely disagreement by the Union, the parties shall meet to negotiate the specification and rates. Should the parties fail to reach agreement within 30 calendar days, the matter shall be referred directly to arbitration. Unless SacRT’s operational needs require otherwise, the foregoing process shall be completed before any new or modified classifications are implemented.
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Related to NEW CLASSIFICATIONS AND WAGE RATES

  • CLASSIFICATIONS AND WAGE RATES A current list of Field job classifications and applicable wage rates for the Nevada Irrigation District are set forth in the District Wage Schedule.

  • WAGE RATES AND CLASSIFICATIONS Classifications and the hourly wage rates applicable thereto are contained in the Appendices attached to and forming part of this Agreement.

  • CLASSIFICATIONS AND WAGES 28.01 The Employer will pay employees according to the wage and classification structure which shall be written into the Collective Agreement and form a part of the Collective Agreement.

  • 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.

  • Wage Rates Contractor shall post a copy of the wage rates at the job site and shall pay the adopted prevailing wage rates as a minimum. Pursuant to the provisions of Section 1773 of the Labor Code of the State of California, the Board of Supervisors has obtained the general prevailing rate of per diem wages and the general prevailing rate for holiday and overtime work in this locality for each craft, classification, or type of ▇▇▇▇▇▇▇ needed to execute this Contract from the Director of the Department of Industrial Relations. These rates are on file with the Clerk of the Board of Supervisors. Copies may be obtained at cost at the office of County's OC Public Works/OC Facilities & Asset Management/A&E Project Management or visit the website of the Department of Industrial Relations, Prevailing Wage Unit at ▇▇▇.▇▇▇.▇▇.▇▇▇/▇▇▇▇/▇▇▇. The Contractor shall comply with the provisions of Sections 1774, 1775, 1776 and 1813 of the Labor Code.