Revised Positions Clause Samples

The "Revised Positions" clause establishes the process by which parties may update or modify their previously stated positions, proposals, or terms during negotiations or contract performance. Typically, this clause outlines the circumstances under which revisions are permitted, such as in response to new information or changing conditions, and may require that any changes be communicated in writing and agreed upon by all parties. Its core practical function is to provide a structured and transparent method for adapting to evolving needs or correcting earlier statements, thereby reducing misunderstandings and ensuring that all parties are aligned on the most current terms.
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Revised Positions. Where an employee or supervisor believes that the duties and/or responsibilities of the position have changed, the identified changes will be forwarded to the Joint Committee for review. The committee will review and confirm or revise the rating of the position. Any changes to the job description and rate of pay will be set by mutual agreement of the parties to this agreement.
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Revised Positions. Where an employee or supervisor believe that the duties and/or responsibilities of the position have substantially changed, the changes will be forwarded to the (JJEC) for review, provided that at least twelve (12) months have passed since the position was last reviewed. Any changes to the rate of pay shall be set by mutual agreement of the parties to this Collective Agreement.
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Revised Positions. Where an employee or supervisor believe that the duties and/or responsibilities of the position have substantially changed, the changes will be forwarded to the Joint Job Evaluation Committee for review, provided that at least twelve (12) months have passed since the position was last reviewed. Any changes to the rate of pay shall be set by mutual agreement of the parties to this Collective Agreement.
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Revised Positions. In the event of the addition of new job duties not inherent or otherwise a part of an employee's current realm of responsibility, the employee or the Employer may initiate a change to the position description in the automated position management and recruiting system, which will be forwarded through proper channels for approval in accordance with the following administrative procedure agreed upon by the Union and the Employer: a. Each supervisor within the administration channel shall review and forward the position description to the supervisor at the next level within ten (10) working days if in agreement with the change in job content. If the supervisor does not approve of the change in job content, the responsibilities of the position shall revert to the duties before the change. Failure to act within ten (10) working days will allow the affected employee to advance review to the next level. b. The relevant executive or senior management must respond to the updated position description within fifteen
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Revised Positions. Where there is a vacant position and the College revises the position so that the effect is a status change or a change in job description such that the salary band is likely to be affected, the College will, as soon as it is practical to do so: a. Provide existing employees in the immediate work group in which the position resides with a copy of the revised job description, highlight for those employees the intended changes in the position, and provide those employees with an opportunity to share their perspective with regard to such changes; and b. Provide to the Union, the same information as outlined in ‘a’ above. In a case where such changes to the job description result in a change of salary band, then the procedures set out in Article 8.04 “Salaries for New Positions” will be followed.
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Revised Positions. Where there is a vacant position and the College revises the position so that the effect is a status change or a change in job description such that the salary band is likely to be affected, the College will, as soon as it is practical to do so: a. Provide existing employees in the immediate work group in which the position resides with a copy of the revised job description, highlight for those employees the intended changes in the position, and provide those employees with an opportunity to share their perspective with regard to such changes; and b. Provide to the Union, the same information as outlined in ‘a’ above.
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Revised Positions. In the event of the addition of new job duties not inherent or otherwise a part of an employee's current realm of responsibility, the employee or the employee's Union representative may submit an updated position description to the Employer which will be forwarded through proper channels in accordance with the following administrative procedure agreed upon by the Union and the Employer: a. Each supervisor must respond to the updated Position description within ten (10) working days of receipt by communicating a recommendation for approval to the next level or not approving the statement of duties, in which case the responsibilities of the position shall revert to the status quo duties before the change. Failure to act within ten (10) working days will allow the affected employee to advance review to the next level. b. The relevant executive or senior management must respond to the updated position description within fifteen
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Related to Revised Positions

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC ▇▇▇-▇▇-▇▇▇. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.