Changes to Existing Positions Clause Samples
Changes to Existing Positions a. The Board shall notify the Association prior to changing a position of special responsibility. Such changes will not be finalized by the Board until after discussion with the Association.
b. The rate of pay and/or release time for existing position(s) of special responsibility, where the duties or responsibilities of the position(s) are substantially changed, shall be subject to negotiation between the Board and the Association.
c. If the parties are unsuccessful in negotiating a rate of pay and/or release time for such substantially changed position(s) within ninety (90) days, the rate and/or release time will be determined by a mutually agreed upon third party, unless otherwise agreed by the Board and the Association.
d. Unless otherwise mutually agreed, substantial change(s) to an existing position(s) shall not be put into place until the two parties have agreed to the rate of pay and/or release time.
Changes to Existing Positions. If, during the term of this Agreement, the Employer amends the existing job description of a regular employee, the Employer, the Union and affected employee will discuss the amendment in advance with the goal of arriving at a mutually satisfactory conclusion. If the discussion includes a new wage rate the language of Article 23.01 will apply.
Changes to Existing Positions. Where the work of a position changes sufficiently to warrant a reclassification the Union may make a written request to a review of the job description and pay rate for such position.
Changes to Existing Positions. 4.1 Provisions for maintaining the job postings and job ratings and making the necessary adjustments that occur from time to time, as a result of new, or changed, conditions.
4.2 Requests for reconsideration under the job evaluation plan may be initiated by either the incumbent or by management by completing the Request for Reconsideration Form, subject to the provisions of the Pay Equity Act, and may only be made upon the following conditions being present: Typically one of the following has occurred and therefore caused a change in the position.
(a) Ongoing change(s) to the scope or function required of the position due: o to transfer of duties to or from another level of government; o a program, policy or procedural change as directed by Council; o new, revised or repealed legislation which affects job content; o additional duties and/or responsibilities as assigned by the employer on a regular and ongoing basis.
(b) Change(s) to the position following a restructure of the immediate organizational area
(c) Change(s) to the position as a result of redesign or change(s) to other jobs that directly affect the functions and/or focus of the position
(d) Change(s) to the position as a result of the restructure of another organizational area that directly affects the function and/or focus of the position.
4.3 Whenever the Employer changes the qualifications, duties and responsibilities of a job, or whenever the incumbent(s) or Union feel that the qualifications, duties and responsibilities of a job have changed a Request for Reconsideration Form must be completed and submitted to the Compensation Specialist. The Reconsideration Form must be completed and forwarded to the Compensation Specialist within six (6) months of the changes in the job. Failure to submit within six (6) months will impact any retroactive adjustment.
(a) The incumbent(s)/Union or the Supervisor/Employer may request a job reconsideration by completing and submitting a Request for Reconsideration Form.
(b) Upon receipt of a completed Reconsideration Form, the Compensation Specialist will review the Job Fact Questionnaire to ensure completeness.
(c) The Compensation Specialist will schedule a meeting with the Co-Chairs of the JJEC who will review the Request for Reconsideration Form and determine if there is sufficient information to support a change in the ratings for the position. There will be one Co-Chair from either CUPE Local 973 and CUPE Local 1946 appointed by their respective Locals ...
Changes to Existing Positions. Job descriptions shall not be construed as prohibiting the Employer from requiring incumbents to perform comparable or transient duties within the area of knowledge and skills required by the job description. However, if such additional assignments become a continuing responsibility, or they become recognized as part of the job requirement and they are of sufficient importance to potentially influence the job rating, the following procedures apply:
2.2.1) The Employer or incumbent shall complete a Request for Review Form, forwarding copies to the Committee to review as soon as possible.
2.2.2) The Committee shall review and confirm or revise the evaluation, if necessary, ensuring the adequacy of the job description and/or application of the evaluation manual.
2.2.3) The Joint Job Evaluation Committee will consider whether all incumbents to that job number need to be part of the evaluation process. Adjustments to pay rates arrived at through the joint job evaluation process shall apply to all incumbents of a job number.
2.2.4) Copies of the Advice of Decision form shall be forwarded to the Employee, the Employer(s) and the Union.
2.2.5) If either the employee, the Union or the Employer does not agree, the decision may be challenged through the appeal procedures as outlined.
2.2.6) When a job description and evaluation is changed by the foregoing process, it shall be implemented retroactively to the date when the Request for Review form was completed and submitted to the Secretary- Treasurer or designate by the employee.
2.2.7) Any employee affected by downward adjustment shall be red-circled as of the date in 2.2.6 above.
Changes to Existing Positions. 4.1 Provisions for maintaining the job postings and job ratings and making the necessary adjustments that occur from time to time, as a result of new, or changed, conditions.
4.2 Requests for reconsideration under the job evaluation plan may be initiated by either the incumbent or by management by completing the Request for Reconsideration Form, subject to the provisions of the Pay Equity Act, and may only be made upon the following conditions being present: