Changing Classifications Sample Clauses

Changing Classifications. Should an employee post into a higher classification the employee will enter the higher classification at the same level in the wage grid as the employee was in the lower classification. The employee will then progress to the next level on the wage grid in the allotted time frame.
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Changing Classifications. Sign Language Interpreter (SLI): When a SLI changes classifications they will receive a 4.75% increase from the current salary for each upgrade. If a SLI moves to a lower classification their current salary will be reduced by 4.75% for each lower classification they downgrade. Para-educators, library para-educators and home school liaisons: When a XXXX bargaining unit member, with the exception of SLI, in one of the three classifications listed below moves from their classification, they will shift to the equivalent step on the agreed Pay Chart in their new classification. This will be applicable to changes that move the bargaining unit member to a higher or lower classification. For employees beyond Step 12 that move from A to B, they will receive a one-time increase of 4.5% on their current salary. When an employee in one of the three categories moves from classification B to C they will receive a one-time increase of 5% on their current salary. For employees beyond Step 12 that move from classification A to C they will receive a one-time increase of 9.5% on their current salary. For employees beyond Step 12 that move from classification C to B, their base salary will decrease by 5% on their current salary, if an employee shifts from a B to A, their salary will be reduced by 4.5% on their current salary and if they shift from classification C to A, their salary will be decreased by 9.5% on their current salary.
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Changing Classifications. Any employee changing classifications, according to vacancies and job posting procedure, shall be placed on the appropriate salary schedule step of that classification as follows:
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Changing Classifications. When a full/part time employee moves from one classification to another he/she shall go to the bottom of the seniority list in his/her new classification, but will retain the seniority earned in their previous classification for layoff purposes. He/she shall retain their full-time or part time seniority for benefit purposes.
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Changing Classifications. 23 Seniority rights shall be effective within the general job classification, as noted in Schedule A. An 24 employee who changes job classification within the bargaining unit shall retain his/her “hire date” with 25 the District, but shall not have seniority over employees in a different job classification. Any 26 employee working more than one job classification shall accrue seniority in each classification.
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Changing Classifications. Sign Language Interpreter (SLI): When a SLI changes classifications they will receive a 4.75% increase from the current salary for each upgrade. If a SLI moves to a lower classification their current salary will be reduced by 4.75% for each lower classification they downgrade. Para-educators, library para-educators and home school liaisons: When an employee in one of the three categories listed above move from classification A to B, they will receive a one-time increase of 7.25% on their current salary. When an employee in one of the three categories moves from classification B to C they will receive a one-time increase of 12.25% on their current salary. If an employee upgrades from classification A to C they will receive a one-time increase of 19.5% on their current salary. If an employee shifts from classification C to B, their base salary will decrease by 12.25% on their current salary, if an employee shifts from a B to A, their salary will be reduced by 7.25% on their current salary and if they shift from classification C to A, their salary will be decreased by 19.50% on their current salary.
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Changing Classifications. Employees changing classifications shall not have their anniversary date or compensated hours changed for the purposes of anniversary increases (retroactive with respect to one employee).
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Related to Changing Classifications

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • Tax Classification The Series shall elect to be treated as an association taxable as a corporation under Treasury Regulations Section 301.7701-3 with effect for each taxable period of its existence. The Series and each Member shall file all tax returns and shall otherwise take all tax and financial reporting positions in a manner consistent with such treatment. No election will be filed with the Internal Revenue Service (or the tax authorities of any State) to have the Series taxable other than as an association taxable as a corporation for income tax purposes.

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • WAGE RATES AND CLASSIFICATIONS Classifications and the hourly wage rates applicable thereto are contained in the Appendices attached to and forming part of this Agreement.

  • EMPLOYEE CLASSIFICATIONS REGULAR FULL-

  • FURNITURE CLASSIFICATIONS Furniture classifications include but not limited to: Cafeteria, Dormitory, Library Shelving and Library Related, Lounge, Systems (Modular), School (Classroom), Freestanding, Seating, Filing Systems and Equipment, and Technology Support.

  • Classification Seniority Classification Seniority" is defined as the length of service in a specific job classification within the bargaining unit, beginning with the date an employee starts to serve a probationary appointment. Classification Seniority shall be interrupted only by separation because of resignation, discharge for just cause, failure to return upon expiration of a leave of absence, failure to respond to a recall from layoff, or retirement.

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