Common use of Changes to Job Titles Clause in Contracts

Changes to Job Titles. A. Whenever the Company determines it is appropriate to create a new job title or change a job title in the bargaining unit, it shall give advance notice to the Union. The Union may initiate negotiations over wage schedules regarding new job titles. B. Whenever, during the life of the Contract, the Company determines it appropriate to create a new job title in the bargaining unit, it shall proceed as follows: 1. The Company will give advance notice to the Union in writing of such new job title and provisional wage schedule. Notification will include information about the new or changed job title and the assigned provisional wage schedule. Upon such notification, the Company may proceed to staff such position within the provisional wage schedule. 2. The Company agrees to meet with the Union, upon the Union’s request, to discuss all aspects, which led to the Company’s decision to create the new job title and the assigned provisional wage schedule. 3. The Company will conduct a follow-up review to assess whether the provisional wage schedule remains appropriate. The follow-up review will occur no less than six (6) months after staffing. After the Company’s follow-up review is completed, the Company will notify the Union in writing. The notification will include information regarding the wage schedule to which the title will be assigned. If the wage schedule is different than the provisional wage schedule, employees will be placed into the same wage schedule step as they were on the provisional wage schedule. Time spent in the provisional wage schedule will be counted toward any progression increases. C. Within thirty (30) days from the Union’s receipt of the notice referred to in Section 10.15(B)(3), the Union shall have the right to initiate negotiations concerning the wage schedule established by the Company. D. The parties agree that they shall negotiate for a period of no more than sixty (60) calendar days from the date such negotiations commenced. If no agreement is reached within the sixty (60) calendar days, the Union may elect to submit the issue to a Neutral Third Party for resolution. The Union will notify the Company in writing of its intent to submit the issue to a Neutral Third Party within thirty (30) calendar days from the conclusion of the negotiations. If the Company does not receive written notification within the thirty (30) calendar day period referred to above, the matter shall be considered settled in the Company’s favor. E. All the time limits in Section 10.15 may be extended by mutual agreement. F. If the parties reach an agreement, such agreement on the wage schedule shall be applied retroactively to the day of establishment of the new job title and wage schedule. G. The Neutral Third Party referred to above shall be selected from the panel of arbitrators referred to in Section 16.13 of this agreement. 1. The Neutral Third Party will render a written decision within fifteen (15) working days after the hearing. 2. The Neutral Third Party is empowered to decide only whether the wage schedule assigned by the Company or the wage schedule requested by the Union is the appropriate schedule. 3. The Neutral Third Party shall have no authority to add to, subtract from, or modify any provisions of this Agreement. 4. The Neutral Third Party’s decision shall be applied retroactively to the day of the establishment of the new job title and wage schedule. H. The procedures set forth in Section 10.15 shall be the exclusive means by which the Union may dispute the wage schedule set by the Company.

Changes to Job Titles. A. Whenever the Company determines it is appropriate to create a new job title or change a job title in the bargaining unit, it shall give advance notice to the Union. The Union may initiate negotiations over wage schedules ranges regarding new job titles. B. Whenever, during the life of the Contract, the Company determines it appropriate to create a new job title in the bargaining unit, it shall proceed as follows: 1. The Company will give advance notice to the Union in writing of such new job title and provisional wage schedulerange. Notification will include information about the new or changed job title and the assigned provisional wage schedulerange. Upon such notification, the Company may proceed to staff such position within the provisional wage schedulerange. 2. The Company agrees to meet with the Union, upon the Union’s request, to discuss all aspects, which led to the Company’s decision to create the new job title and the assigned provisional wage schedulerange. 3. The Company will conduct a follow-up review to assess whether the provisional wage schedule range remains appropriate. The follow-up review will occur no less than six (6) months after staffing. After the Company’s follow-up review is completed, the Company will notify the Union in writing. The notification will include information regarding the wage schedule to which the title will be assigned. If the wage schedule is different than the provisional wage schedule, employees will be placed into the same wage schedule step as they were on the provisional wage schedule. Time spent in the provisional wage schedule will be counted toward any progression increasesrange. C. Within thirty (30) days from the Union’s receipt of the notice referred to in Section 10.15(B)(3)10.14B3, the Union shall have the right to initiate negotiations concerning the wage schedule range established by the Company. D. The parties agree that they shall negotiate for a period of no more than sixty (60) calendar days from the date such negotiations commenced. If no agreement is reached within the sixty (60) calendar days, the Union may elect to submit the issue to a Neutral Third Party for resolution. The Union will notify the Company in writing of its intent to submit the issue to a Neutral Third Party within thirty (30) calendar days from the conclusion of the negotiations. If the Company does not receive written notification within the thirty (30) calendar day period referred to above, the matter shall be considered settled in the Company’s favor. E. All the time limits in Section 10.15 may be extended by mutual agreement. F. If the parties reach an agreement, such agreement on the wage schedule shall be applied retroactively to the day of establishment of the new job title and wage schedule. G. The Neutral Third Party referred to above shall be selected from the panel of arbitrators referred to in Section 16.13 of this agreement. 1. The Neutral Third Party will render a written decision within fifteen (15) working days after the hearing. 2. The Neutral Third Party is empowered to decide only whether the wage schedule assigned by the Company or the wage schedule requested by the Union is the appropriate schedule. 3. The Neutral Third Party shall have no authority to add to, subtract from, or modify any provisions of this Agreement. 4. The Neutral Third Party’s decision shall be applied retroactively to the day of the establishment of the new job title and wage schedule. H. The procedures set forth in Section 10.15 shall be the exclusive means by which the Union may dispute the wage schedule set by the Company.

Changes to Job Titles. A. Whenever the Company determines it is appropriate to create a new job title or change a job title in the bargaining unit, it shall give advance notice to the Union. The Union may initiate negotiations over wage schedules regarding new job titles. B. Whenever, during the life of the Contract, the Company determines it appropriate to create a new job title in the bargaining unit, it shall proceed as follows: 1. The Company will give advance notice to the Union in writing of such new job title and provisional wage schedule. Notification will include information about the new or changed job title and the assigned provisional wage schedule. Upon such notification, the Company may proceed to staff such position within the provisional wage schedule. 2. The Company agrees to meet with the Union, upon the Union’s request, to discuss all aspects, which led to the Company’s decision to create the new job title and the assigned provisional wage schedule. 3. The Company will conduct a follow-up review to assess whether the provisional wage schedule remains appropriate. The follow-up review will occur no less than six (6) months after staffing. After the Company’s follow-up review is completed, the Company will notify the Union in writing. The notification will include information regarding the wage schedule to which the title will be assigned. If the wage schedule is different than the provisional wage schedule, employees will be placed into the same wage schedule step as they were on the provisional wage schedule. Time spent in the provisional wage schedule will be counted toward any progression increases. C. Within thirty (30) days from the Union’s receipt of the notice referred to in Section 10.15(B)(3), the Union shall have the right to initiate negotiations concerning the wage schedule established by the Company. D. The parties agree that they shall negotiate for a period of no more than sixty (60) calendar days from the date such negotiations commenced. If no agreement is reached within the sixty (60) calendar days, the Union may elect to submit the issue to a Neutral Third Party for resolution. The Union will notify the Company in writing of its intent to submit the issue to a Neutral Third Party within thirty (30) calendar days from the conclusion of the negotiations. If the Company does not receive written notification within the thirty (30) calendar day period referred to above, the matter shall be considered settled in the Company’s favor. E. All the time limits in Section 10.15 may be extended by mutual agreement. F. If the parties reach an agreement, such agreement on the wage schedule shall be applied retroactively to the day of establishment of the new job title and wage schedule. G. The Neutral Third Party referred to above shall be selected from the panel of arbitrators referred to in Section 16.13 of this agreement. 1. The Neutral Third Party will render a written decision within fifteen (15) working days after the hearing. 2. The Neutral Third Party is empowered to decide only whether the wage schedule assigned by the Company or the wage schedule requested by the Union is the appropriate schedule. 3. The Neutral Third Party shall have no authority to add to, subtract from, or modify any provisions of this Agreement. 4. The Neutral Third Party’s decision shall be applied retroactively to the day of the establishment of the new job title and wage schedule. H. The procedures set forth in Section 10.15 shall be the exclusive means by which the Union may dispute the wage schedule set by the Company.. Article 11