Classification Dispute. 15.9.1 An employee who alleges that his or her position is improperly classified may discuss his or her claim with his or her immediate supervisor at any time. An employee, however, shall have the right to file a dispute at any time at Stage 1, and to have that dispute processed through Stage 1 and Stage 2 of the formal dispute resolution process contained in Article 15.2, 15.3.1 and 15.
Classification Dispute. 14.9.1 When a new position in the bargaining unit is established by the Employer, or the Employer makes a substantial change in the job content of an existing position, the Employer shall advise the Association of such new or substantially changed position and the rate of pay which is established. If so requested within thirty (30) calendar days of such advice, the Association shall be entitled to bring the matter of the appropriate rate of pay before the Staff Relations Committee for deliberation, provided that any such meeting shall not delay the implementation of the new or substantially changed classification.
14.9.2 Where the matter is not resolved following the deliberations of the SRC, the matter may be referred to arbitration in accordance with the arbitration provisions contained in this collective agreement. It is understood that any arbitration board shall be limited to establishing an appropriate rate based on the relationship existing among other classifications within the Employer and the duties and responsibilities involved, except where the nature of the position is such that there are no appropriate internal comparators. It is further understood and agreed that when determining the appropriate rate, primacy must be given to the relationship between job classifications covered by this collective agreement and that such relativity must be maintained.
14.9.3 Each change in the rate established by the Employer either through the SRC or by a Board of Arbitration shall be retroactive from the time at which the matter was brought before the SRC.
14.9.4 No classification dispute shall be referred to arbitration without this process being exhausted.
14.9.5 Articles 14.4 (General) to 14.5 (Group Dispute) apply to a dispute under Article 14.9.
Classification Dispute. 15.10.1 Effective until September 30, 2013, an employee who alleges that their position is improperly classified may discuss their claim with their immediate supervisor at any time. An employee, however, shall have the right to file a dispute at any time at the Informal Resolution Stage, and to have that dispute processed through the Informal Resolution Stage and the Formal Resolution Stage of the dispute resolution process contained in Article 15.2, 15.3.1, and 15.3.2. The employee shall specify in their complaint what classification they claim.
15.10.2 Effective until September 30, 2013, a classification claim as provided in Article
15.10.1 which has not been resolved by the end of Stage 2 may be referred to ACERC under Article 12 for final resolution. The parties agree to establish a sub- committee of the ACERC, which shall consist of three (3) persons appointed by each party, to review all complaints or differences involving an allegation of improper classification. Association representatives shall be provided with reasonable travel time and leave with pay to attend sub-committee meetings. All decisions of the sub-committee shall be by vote of the sub-committee members and shall be binding on the parties and any affected employee. Each party must be represented by an equal number of members. Where ACERC does not agree, the matter shall remain unresolved, unless and until concurrence is reached.
15.10.3 The Employer, upon written request by the employee or Association, shall make available all information and provide copies of all documents which are relevant to the dispute.
15.10.4 Articles 15.5 to 15.7 apply to a dispute under Article 15.10.
15.10.5 Effective on October 1, 2013, this process will address disputes related to new positions created after October 1, 2013 and positions where there have been substantive changes to the assigned duties and responsibilities. Neither the job description system nor the job evaluation system shall be subject to the dispute resolution process. For clarity, the Dispute Resolution Process as set out below shall not be subject to the jurisdiction of the Grievance Settlement Board. The process will be as follows:
Step 1: An employee who alleges that their position is improperly classified may discuss their claim with their immediate supervisor at any time. The employee shall make the complaint in writing on the form agreed to by the parties and shall specify what classification level the employee claims.
Step 2: If t...
Classification Dispute. 15.9.1 Effective until September 30, 2013,an employee who alleges that his/her position is improperly classified may discuss his/her claim with his/her immediate supervisor at
Classification Dispute. An employee who alleges that his or her position is improperly classified may discuss his or her claim with his or her immediate supervisor at any time. An employee, however, shall have the right to file a dispute at any time at Stage and to have that dispute processed through Stage and Stage of the formal dispute resolution process contained in Article and The employee shall specify in his or her complaint what classification he or she claims. A classification claim as provided in Article which has not been resolved by the end of Stage may be referred to under Article for final resolution. The parties agree to establish a sub-committee of the which shall consist of three (3) persons appointed by each party, to review all complaints or differences involving an allegation of improper classification. Association representatives shall be provided with reasonable travel time and leave with pay to attend sub-committee meetings, All decisions of the sub-committee shall be by vote of the sub-committee members and shall be binding on the parties and any affected employee. Each party must be represented by an equal number of members. Where does not agree, the matter shall remain unresolved, unless and until concurrence is reached. The Employer, upon written request by the employee or Association, shall make available all information and provide copies of all documents which are relevant to the dispute. Articles to apply to a dispute under Article All employees covered by this Agreement have a right to freedom from harassment in the workplace because of sex by his or her Employer or agent of the Employer or by another employee. Harassment means engaging in a course of vexatious comment or Memorandum of Understanding between and conduct that is known or ought reasonably to be known to be unwelcome. Every employee covered by this Collective Agreement has a right to be free from,
