Changes in Duties. The Employer reserves the right to reorganize, terminate administrative programs and/or change administrative assignments with advance notice to the Union. Under ordinary circumstances such changes will be made effective on July 1 of each year. In such instances employees will be given 90 calendar days' notice. Contract provisions outlined above may be impaired under program termination and/or change of administrative assignment.
Changes in Duties. 6-1.08 The employee who claims that the duties he or she must perform principally and customarily as required by the board correspond to a class of employment which differs from his or her own, the following provisions shall apply: - the employee shall forward a written reclassification request to the board and a copy to the union; - the board and the union shall meet to discuss the request within thirty (30) working days of the date on which the request was forwarded; - if the board and the union approve the request, clause 6-1.12 or 6-1.13 shall apply as if an arbitrator had rendered a decision allowing the grievance; - the salary applicable to the new class of employment shall be granted to him or her, where applicable, as of the date on which the board received the reclassification request. In the absence of a satisfactory response or a response from the employer, the employee may file a grievance according to the usual procedure. The grievance shall be comparable to a grievance of a continuing nature, but shall have no retroactive effect to more than thirty (30) working days from the date of the reclassification request. The fact that the changes occurred during the term of the former collective agreement cannot invalidate the grievance as long as the latter was filed within ninety (90) working days of the date of the coming into force of the agreement.
Changes in Duties. Employee hereby accepts employment with Employer in the capacity described in the attached Job Description referenced in 1(a). Employer may from time to time change Employee's duties or re-assign Employee to another position or location, according to Employer's business needs.
Changes in Duties. (a) Consistent with Section 9 of Article 18 (Salaries and Wages), employees may be temporarily assigned to fill in for other employees, including without limitation: when there is an emergency; when an individual is at lunch or absent; or when a hiring search is under way for a vacant position. Where possible, the employee filling in is only expected to do so to the extent the duties are job-related and consistent with the employee’s own job description.
Changes in Duties. 6-1.07 The employee who claims that the duties which he must perform principally and customarily as required by the school board are modified and correspond to a class of employment which differs from his own may file a grievance according to the usual procedure. However, in the event of arbitration, the provisions of clause 6-1.15 shall apply. The grievance shall be comparable to a continuous grievance but may not have a retroactive effect of more than thirty (30) working days from the date of its filing. The fact that these changes occurred during the 1986-1989 collective agreement shall not invalidate the grievance as long as the latter was filed within ninety (90) days of the date of the coming into force of the agreement.
Changes in Duties. Employees may be temporarily assigned to fill in for other employees when the operational needs of the organization require, when there is an emergency, or when an individual is absent. If an Employee is asked to take on such additional responsibilities or increased workload for more than ten (10) work days, the ACLU-NC/LF shall notify the WBNG. If the additional responsibilities or increased workload is the result of a need that is expected be more than ten (10) work days, but fewer than thirty (30) days, the ACLU-NC/LF will pay the Employee a bonus equal to the amount of normal compensation paid to the employee while performing the additional responsibilities or increased workload, times 10%, payable in a lump sum bonus in the pay period following the day the additional responsibilities or increased workload ends. If the additional responsibility or increased workload is likely to last longer than thirty (30) days, the process outlined in Article 1, Section 7 shall apply.
Changes in Duties. Significant changes to an incumbent’sjob description will be recorded on a job questionnaire, signed off by the incumbent, the immediate Supervisor and the Divisional Commander. The job questionnaire will be forwarded to Human Resources for review and submitted to the for re-evaluation at the next scheduled quarterly meeting. The incumbent and immediate supervisor may attend the meeting to make representations to the committee in evaluating the significance of any changes. Neither the incumbent nor the immediate supervisor will be present during the committee’s evaluation exercise, which will be completed within sixty (60) calendar days of hearing the parties’ representations. Where the re-evaluation of the job warrants a change in Salary Grade Level and results in a salary increase for the the effective date for the resulting salary increase will be the date that Human Resources received the duly completed job questionnaire. Where the re-evaluation of the job results in a lower Salary Grade Level and the current rate of pay exceeds the Maximum Rate in the new Salary Grade Level, the will be “red circled” and cease to receive salary increases until such time as the Maximum Rate in the new Salary Grade Level applicable to the job exceeds the rate currently paid to the 1/4/2008 Article Appeal Process Incumbents and/or management will have thirty (30) days from the date the results of the re-evaluation are communicated to both parties, to raise an appeal with respect to the new Salary Grade Level for the position. Before an appeal can be launched, there must be agreement to submit an appeal request by at least fifty-one per cent (51 of incumbents in such job. A copy of the vote signed by those in favour will accompany the request in writing and be submitted to the Human Resources Manager and the Association. A tie vote will be considered as a rejection of the appeal. The incumbent and immediate supervisor may again attend at the meeting to make representations to the committee. Neither the incumbent nor the immediate supervisor will be present during the committee’s re-evaluation exercise, which will be completed within sixty (60) calendar days of having received the request under (2). Unless a further appeal is taken, the provisions of Article (3) or as the case may be, will apply. If management or the still do not agree with the results of a second re-evaluation, either the or management may request the position be evaluated by an independent adjudicator mu...
Changes in Duties. Substantive Changes to the Current Rule:
Changes in Duties. Substantive Changes to the Current Rule: None.
Changes in Duties. The Employer and The Union will meet to negotiate the terms and conditions of substantial proposed changes in the duties or job assignments of any member of the bargaining unit.
