Classification and Compensation Review. COBEA may petition the City to conduct a classification and compensation review of positions. Upon receipt of a written request to the Human Resources Department and department head, which specifies the positions and the grounds upon which it is based, COBEA and the City will meet within 30 days to jointly determine how to proceed taking into consideration the following: number of positions, length of time since the positions were previously analyzed, availability of City resources (staffing and funding) to perform the work, and other relevant factors.
Classification and Compensation Review. 4.5.1 The City agrees to internally review and update the job descriptions of all SEIU represented positions during the term of this MOU. The City shall complete the review of no less than seven (7) job descriptions each year. Any proposed changes shall be subject to the meet and confer process with the Union prior to implementation.
Classification and Compensation Review. The County incorporated the following recommendations of the 2020 Compensation Philosophy Study into the County’s Compensation Philosophy:
Classification and Compensation Review. The Union proposes that each of the individual classifications listed in the AFSCME classification and compensation study be moved to the appropriate level in the County’s salary schedule / compensation plan that is closest to but not less than indicated in AFSCME’s classification and compensation study results.
Classification and Compensation Review. The Union proposes that each of the individual classifications listed in the AFSCME classification and compensation study be moved to the appropriate level in the County’s salary schedule / compensation plan that is closest to but not less than indicated in AFSCME’s classification and compensation study results. Section 9- Essential Worker Pay The parties agree that any increases in compensation to represented or non- represented employees in Lane County funded thru the American Recovery Plan Act will trigger an automatic reopening of negotiations for all AFSCME units to negotiate essential worker pay. Classification Current UNION Proposal 6/14/21 Grade Grade A004 Office Assistant 1 11 13 A005 Office Assistant 2 16 19 A006 Office Assistant Sr 20 23 A014 Legal Secretary 1 18 21 A015 Legal Secretary 2 22 26 A018 Justice Court Clerk 18 21 A021 Accounting Clerk 2 19 22 A022 Accounting Clerk Senior 24 25 A033 Accounting Analyst 30 31 A028 Paralegal 26 32 A032 Accountant 34 36 A034 Payroll Specialist 27 30 A037 Payroll Specialist, Sr. 31 38 B002 Community Service Worker 2 22 24 B006 Program Services Coord 1 28 30 B009 Victim Advocate 23 29 B012 Mental Health Specialist 2 33 40 B013 Mental Health Specialist Sr 37 45 B015 DD Specialist 28 30 B028 Environmental Health Spec 1 26 30 B029 Environmental Health Spec 2 31 38 B044 Nutritionist/Dietitian, WIC 29 35 B055 Assistant Veteran Svcs Coord 24 29 B064 Program Svcs Coord 2 34 36 B068 Mental Health Specialist 1 31 33 B070 MHO Care Coord Specialist 34 39 B073 DD Abuse Investigator 32 34 B076 Community Health Analyst 2 36 39 B077 Community Health Analyst, Sr 40 44 B080 Peer Support Specialist 12 16 B081 WIC Certifier 22 23 C004 Administrative Assistant 25 27 C006 Administrative Analyst 27 30 C030 Stores Clerk 16 22 C031 Stores Clerk Sr 23 28 C055 LEC Events Coord 20 25 D001 Custodian 7 14 D004 Maintenance Specialist 2 22 24 D006 Detention Custodian 12 15 D015 Operations Events Worker 9 16 D016 Operations Events Worker, Sr 17 24 D017 Facilities Electrician 35 39 F037 Correctional Services Tech 24 27 H007 Programmer Analyst 2 40 43 H008 Program and Syst Analyst,Sr 44 47 H023 System Administrator, Sr 44 47 H024 Database Administrator, Sr 44 50 H025 Network Administrator, Sr 44 49 H026 Info Service Project Mgr 45 48 H027 Info Services Project Mgr, Sr 47 49 H028 Info Technology Specialist 1 29 37 H029 Info Technology Specialist 2 39 40 H030 Database Administrator 39 46 H031 System / Network Architect 47 53 H034 TS Business ...
Classification and Compensation Review. The parties subscribe to the principles of pay equity, including without limitation gender-based pay equity. The parties recognize that wage rates are a concern for staff when compared with wage rates for work performed under the Main Public Service Agreement and the Public Service Job Evaluation Plan. The parties acknowledge that these concerns cannot be fully addressed during the term of a single collective agreement. The parties agree to meet within two weeks of ratification of the renewal agreement to continue discussions regarding wage comparability for the purpose of developing a joint proposal for government consideration. The parties agree to review job descriptions for accuracy and to standardize their style and format as an initial step towards the joint proposal. The parties will submit the joint proposal to government as soon as practicable but no later than March 31, 2021. MEMORANDUM OF AGREEMENT #10 Collective Agreement Review and Housekeeping The collective agreement will be formatted during finalization of the renewed collective agreement using the BCGEU standard formatting template as appended to this proposal. The sectoral number style will be used. All references to a specific article or clause will be formatted as follows: Article/Clause # (Article/Clause Name), e.g. Article 1 (Purpose of Agreement). Naming and numbering of any memoranda of agreement, memoranda of understanding, letters of agreement and letters of understanding appended to this agreement will be standardized and updated during finalization. During finalization of the renewed collective agreement, all references throughout the collective agreement and appended documents to “he”, “she” and “he/she”, and “his”, “her” and “his/her”, will be deleted and replaced with “they” and “their”, respectively. Other non-material amendments will be made to the collective agreement and appended documents during finalization, as may be required, to make the language of the collective agreement gender neutral. During finalization of the renewed collective agreement, all references throughout the collective agreement and appended documents to “Themis Program Management and Consulting Limited” will be replaced with “BC Family Maintenance Agency Ltd. (BCFMA)” and all references to “Themis” or “Company” will be replaced with “the Employer”, or where more suitable for the context to “BCFMA”. Likewise, all references to “Managing Director” will be replaced with “CEO”. MEMORANDUM OF UNDERSTANDIN...
Classification and Compensation Review. The parties agree to implement a classification and compensation review for all classifications represented by CSEA. The goal of the review is to update job descriptions and ensure positions are correctly classified and appropriately compensated according to comparable school districts that both District and CSEA agree to. The parties agree to implement the review under the following terms and conditions:
