Change in Job Content. In the event that the primary functions of a position within the Bargaining Unit are changed, the Employer shall determine the appropriate Classification for such position, subject to an appeal by the incumbent Regular Employee in accordance with Article 15 - Grievance Procedure, commencing at Step II.
Change in Job Content. Any Employee who considers their position should be reclassified due to a significant change in job content shall have the privilege of appeal, as per Clause 9.05.
Change in Job Content. In the event that the Employer significantly changes the primary functions of a position and the Union believes that a new classification within the scope of the bargaining unit has been created, the following shall occur:
(a) Within thirty (30) days of the date of the change, the Union shall notify the Employer, in writing, of its belief that a new classification within the bargaining unit has been created.
(b) The Employer and Union shall endeavour to resolve the matter. If the Employer and Union cannot reach agreement, the Union shall have thirty (30) calendar days from the date the Union provided notice to the Employer pursuant to Article 19.01 (a), to advance the question of whether a significant change in primary functions has occurred and a new classification in the bargaining unit has been created. If an Arbitrator determines that a new classification exists, the Arbitrator will refer the matter of Basic Rate of Pay to the parties pursuant to Article 19.03 (b).
(c) If the parties agree that a new classification has been created, the provisions of Article 19.03 shall apply.
(d) The time limits may be extended by mutual agreement in writing.
Change in Job Content. (a) Any Employee who considers their position should be reclassified due to a significant change in job content shall have the privilege of appeal.
(b) An appeal must be submitted in writing outlining reasons for the appeal in detail. The appeal must be submitted to Human Resources for job analysis and evaluation. A copy of all appeals shall be sent to the President of the Union. All appeals shall be reviewed within three (3) months of the date they were submitted. The results of the evaluation review shall be communicated to the affected Employee(s) and the Union in writing. Any adjustments resulting from a review of the classification shall become effective on the date the appeal was originally submitted. The decision may be subject to the Grievance Procedure and Arbitration.
Change in Job Content. If the job content or working conditions of any job should be changed, during the term of this Agreement, such that either an increase or decrease in the job rate should be considered, it will be subject to negotiation. The rate that the Company established for any new job during the term of this Agreement will likewise be subject to negotiation.
Change in Job Content. If a substantial change is made in the job content of one of the job classifications covered by this Agreement, the following procedures shall apply: Should the Union contend that such change is substantial enough to affect the wage rate for that job, it shall inform the Employer in writing. The parties shall meet as soon as possible within fifteen (15) calendar days of such notification and discuss such contention. If the parties cannot agree as to whether a substantial change has occurred or as to the wage rate to be paid for the job as substantially changed, the matter may be referred to an impartial arbitrator for disposition. The arbitrator shall be selected in accordance with the grievance procedure of this Agreement. The arbitrator shall determine whether such a substantial change has occurred and/or the appropriate wage rate therefore. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. Any new rate so established shall be retroactive to the date determined by the arbitrator but in no event shall the rate be retroactive earlier than the date the written notice was provided by the Union to the Employer.
Change in Job Content. If any new job classifications are established or if there is a substantial change in the job content on any job classification set forth in this Wage Schedule or if any job classifications have been overlooked in this Wage Schedule the parties agree to negotiate a rate for the jobs in question and where required elect a suitable job title.
Change in Job Content. If the Company substantially changes the con- tent of any job classification or if a new job classification is established, the Company shall advise the Union of the changes and the wage rate schedule at least fifteen (15) days prior to the implementation of such action. If the Union disagrees with the Company’s a grievance may be filed. If the matter goes to arbitration the arbitrator shall have the power to determine if there has been a sub- stantial change in job content. The arbitrator will also have the power to determine the appropriate wage rate for changed or new jobs as well as the appropriate effective date of any wage rate changes.
Change in Job Content. In the event that the primary functions of a position within the bargaining unit are changed, the Employer determine the appropriate Classification for such position, subject to an appeal by the incumbent regular employee in accordance with Article 12: Grievance Procedure, commencingat Step In the event that the Employer changes the classification allocation of the work being performed by a regular employee, to a with a lower basic rate of pay, such employee, while employed in such position, shall continue to receive her previous basic rate of pay until the basic rate of pay for the lower paid classification is equal to or than her previous basic rate of pay, at which time she will then receive the basic rate of' pay for the classification to which the position is allocated. The time outlined in Article and may be extended by consent in writing between the Union and the Employer. In the event that the Union does not comply with the time limits established in Article the basic rate of pay established by the Employer for the new job shall prevail. In the event that the Union does not comply with the time limits established in Article the basic rate of pay established by the Employer for the classification for which the criteria has been changed shall prevail. Arbitration Board established in accordancewith Articles and shall have the authority to deal with the establishment and effective date of a basic rate of pay for a matter that has been referred to the Arbitration Board.
Change in Job Content. SECTION SECTION
