Common use of Changes in Job Descriptions Clause in Contracts

Changes in Job Descriptions. (a) The University may change or modify a job description provided the changes do not violate the terms of the Agreement. If the changes to a job description are inconsistent with the current position title then the job must be reviewed under Article 17. Following a re-evaluation under Article 17, the job description and the position title shall be consistent. If a job description is changed to the extent that the current incumbent does not have the qualifications and abilities to perform the duties of the position then either the University will offer to provide appropriate training to the incumbent to enable the employee to perform the new duties or the change in duties will be considered a deletion of the position previously described and the creation of a new position. In a case where the former position is deleted, the continuing incumbent will be eligible for the layoff and involuntary transfer procedure in accordance with Article 14. (b) Job descriptions forwarded to the Union as set out in Article 15.01 shall be considered accepted if no request for review has been received from the Union and/or the employee within thirty (30) working days of the date of forwarding to the Union. This time limit may be extended with the mutual consent of both parties. Requests for review of job descriptions must be submitted to the Executive Director, Human Resources who will forward the requests to the members of the Job Description Committee within two (2) working days of receipt. The Job Description Committee shall be comprised of one (1) representative appointed by the Union and one (1) representative appointed by the University. Requests for review shall include a summary identifying where the job description is inaccurate, inconsistent or where it violates the terms of the Agreement. The Committee shall make a recommendation to the University, Union and employee to resolve the dispute within five (5) working days following their receipt of the request. The University, Union and/or employee shall have five (5) working days to accept the recommendation. If the Committee is unable to make a joint recommendation or if the Committee's recommendation is not accepted by the University, Union or employee, the dispute over the job description shall be considered a grievance commencing at step two (2) of the Standard Grievance Procedure.

Changes in Job Descriptions. (a) The University may change or modify a job description provided the changes do not violate the terms of the Agreement. If the changes to a job description are inconsistent with the current position title then the job must be reviewed under Article 17. Following a re-evaluation under Article 17, the job description and the position title shall be consistent. If a job description is changed to the extent that the current incumbent does not have the qualifications and abilities to perform the duties of the position then either the University will offer to provide appropriate training to the incumbent to enable the employee to perform the new duties or the change in duties will be considered a deletion of the position previously described and the creation of a new position. In a case where the former position is deleted, the continuing incumbent will be eligible for the layoff and involuntary transfer procedure in accordance with Article 14. (b) New or revised job descriptions shall be signed by, and a copy shall be given to, the affected employee(s), before being forwarded to the Union as set out in Article 15.01(a)(ii). It is understood that the signature(s) of the employee(s) mean only that the employee(s) have read and understood the job description, and in no way implies approval or disapproval. (c) Job descriptions forwarded to the Union as set out in Article 15.01 shall be considered accepted if no request for review has been received from the Union and/or the employee within thirty (30) working days of the date of forwarding to the Union. This time limit may be extended with the mutual consent of both parties. Requests for review of job descriptions must be submitted to the Executive Director, Human Resources who will forward the requests to the members of the Job Description Committee within two (2) working days of receipt. The Job Description Committee shall be comprised of one (1) representative appointed by the Union and one (1) representative appointed by the University. Requests for review shall include a summary identifying where the job description is inaccurate, inconsistent or where it violates the terms of the Agreement. The Committee shall make a recommendation to the University, Union and employee to resolve the dispute within five (5) working days following their receipt of the request. The University, Union and/or employee shall have five (5) working days to accept the recommendation. If the Committee is unable to make a joint recommendation or if the Committee's recommendation is not accepted by the University, Union or employee, the dispute over the job description shall be considered a grievance commencing at step two (2) of the Standard Grievance Procedure.five

Changes in Job Descriptions. ‌ (a) The University may change or modify a job description provided the changes do not violate the terms of the Agreement. If the changes to a job description are inconsistent with the current position title then the job must be reviewed under Article 17. Following a re-evaluation under Article 17, the job description and the position title shall be consistent. If a job description is changed to the extent that the current incumbent does not have the qualifications and abilities to perform the duties of the position then either the University will offer to provide appropriate training to the incumbent to enable the employee to perform the new duties or the change in duties will be considered a deletion of the position previously described and the creation of a new position. In a case where the former position is deleted, the continuing incumbent will be eligible for the layoff and involuntary transfer procedure in accordance with Article 14. (b) Job descriptions forwarded to the Union as set out in Article 15.01 shall be considered accepted if no request for review has been received from the Union and/or the employee within thirty (30) working days of the date of forwarding to the Union. This time limit may be extended with the mutual consent of both parties. Requests for review of job descriptions must be submitted to the Executive Director, Human Resources & Labour Relations who will forward the requests to the members of the Job Description Committee within two five (25) working days of receipt. The Job Description Committee shall be comprised of one (1) representative appointed by the Union and one (1) representative appointed by the University. Requests for review shall include a summary identifying where the job description is inaccurate, inconsistent or where it violates the terms of the Agreement. The Committee shall make a recommendation to the University, Union and employee to resolve the dispute within five (5) working days following their receipt of the request. The University, Union and/or employee shall have five (5) working days to accept the recommendation. If the Committee is unable to make a joint recommendation or if the Committee's recommendation is not accepted by the University, Union or employee, the dispute over the job description shall be considered a grievance commencing at step two (2) of the Standard Grievance Procedure.

Changes in Job Descriptions. (a) The University may change or modify a job description provided the changes do not violate the terms of the Agreement. If the changes to a job description are inconsistent with the current position title then the job must be reviewed under Article 17. Following a re-evaluation under Article 17, the job description and the position title shall be consistent. If a job description is changed to the extent that the current incumbent does not have the qualifications and abilities to perform the duties of the position then either the University will offer to provide appropriate training to the incumbent to enable the employee to perform the new duties or the change in duties will be considered a deletion of the position previously described and the creation of a new position. In a case where the former position is deleted, the continuing incumbent will be eligible for the layoff and involuntary transfer procedure in accordance with Article 14. (b) Job descriptions forwarded to the Union as set out in Article 15.01 shall be considered accepted if no request for review has been received from the Union and/or the employee within thirty (30) working days of the date of forwarding to the Union. This time limit may be extended with the mutual consent of both parties. Requests for review of job descriptions must be submitted to the Executive Director, Human Resources who will forward the requests to the members of the Job Description Committee within two five (25) working days of receipt. The Job Description Committee shall be comprised of one (1) representative appointed by the Union and one (1) representative appointed by the University. Requests for review shall include a summary identifying where the job description is inaccurate, inconsistent or where it violates the terms of the Agreement. The Committee shall make a recommendation to the University, Union and employee to resolve the dispute within five (5) working days following their receipt of the request. The University, Union and/or employee shall have five (5) working days to accept the recommendation. If the Committee is unable to make a joint recommendation or if the Committee's recommendation is not accepted by the University, Union or employee, the dispute over the job description shall be considered a grievance commencing at step two (2) of the Standard Grievance Procedure.