Change to a Current Job Sample Clauses

Change to a Current Job. (a) Where there is a change in the duties or requirements of a job, employees shall submit their intent to participate in the annual job classification process to the Union. The Union, through the JJCC Chair shall report such intent, in writing, to the members of the JJCC by January 31 of each year. The employees shall submit all supporting information regarding the reported change in duties or requirements of the job to the JJCC for review no later than May 31st. Either party can bring forth additional relevant information if deemed necessary by the JJCC. The Joint Job Classification Committee will review the change(s), recommend revisions in the Job Description and will assess whether there is a significant change in duties or requirements of the job that would warrant a change in pay. (b) When the parties agree that a change in pay is deemed warranted, the effective date for any retroactive pay shall be the later of February 1 of the year prior of the submission or the date at which significant change in the duties and/or requirements occurred. If the parties cannot come to agreement, either the Union or Management may refer the issue to mediation/arbitration for final disposition by December 31st. The time limit for referral to arbitration may be extended by mutual agreement in writing. (c) Management has the responsibility to ensure that job descriptions are current and updated. All proposed changes will be brought to the JJCC for review. If the changes are implemented the parties will agree on the appropriate rate of pay. If the parties cannot come to agreement, either the Union or Management may refer the issue to mediation/arbitration for final disposition.

Change to a Current Job. Where there is a significant change in the duties or requirements of a job after the date of ratification, the Union, through the Principal Xxxxxxx, may request Management conduct a job review. Management will review the change(s), revise the Job Description if appropriate and assess whether the additional duties or requirements of the job warrant an increase in pay. If the Union does not agree to the wage rate, the Union may refer the issue to mediation/arbitration for final disposition.

Change to a Current Job. Where there is a change in the duties or requirements of a job, a representative from either Union or Management may request a job review by the JJCC. Management will review the change(s), revise the Job Description if appropriate and the committee shall assess, using the Elexicon Job Evaluation Plan Rev 2, whether the changes to the job warrants a change in pay. In all cases, the results of the evaluation(s) shall be jointly communicated by the JJCC to the incumbents and their immediate supervisors in writing. When a rating is changed and has: i) an upward impact to the wage of a classification, it shall be implemented retroactively to the date when the increased job demands, and responsibility were instituted. However, in all cases the maximum period of retroactivity shall not exceed one year preceding the first recorded JJCC discussion date. ii) a downward impact to the wage of a classifications, it shall be implemented through the red circling of the employees current wage rate.

Change to a Current Job. Where there is a significant change in the duties or requirements of a job, the Company and the Union will revise the job description.

Change to a Current Job. Where there is a significant change in the duties or requirements of a job after January 1, 2013, the Union, through the Principal Xxxxxxx, may submit the job to the JJCC for review no earlier than January 31st and no later than May 31st. The Joint Job Classification Committee will review the change(s), revise the Job Description as appropriate and assess whether the change in duties or requirements of the job warrant a change in pay. If the parties cannot come to agreement, either the Union or Management may refer the issue to mediation/arbitration for final disposition by July 15th.