Classification Disputes. If at any time a dispute exists over the determination of exemptions, either party may petition the State Employment Relations Board (SERB) for a final binding determination. This provision shall be in compliance with Sections 2.2 and 2.3. Specific to a dispute over the use of the “Supervisor” designation, the University will notify the Union when it plans to declare a bargaining unit position as “Supervisory.” The Union, or its representative, shall inform the University of its position in writing within thirty (30) days of receipt of such notification. In the event the Union fails to respond within thirty (30) days, the University’s proposal will be deemed accepted. When a dispute occurs over the designation of a position as “Supervisory” the matter shall be resolved through discussion between the Chief Human Resources Officer or designee and the President of the Union. If such discussion does not resolve the matter, either party may submit the issue to SERB for resolution, with the position being held in a non-supervisory status pending the determination by SERB.
Classification Disputes. Disputes which may occur over the inclusion or exclusion of new or revised or other classifications in the unit described in Section 1.01 above shall be referred to the State Bureau of Mediation Services for determination pursuant to the provisions of the Public Employment Labor Relations Act, as amended.
Classification Disputes. Any classification dispute shall be reviewed through the dispute resolution process.
Classification Disputes. In the event that an employee covered under this MOU does not agree with the findings of a classification study and recommendation, the employee may request to meet with the Human Resources Director to discuss the findings. If, after meeting with the Human Resources Director, the employee still disagrees with the recommendation, the employee may request to meet with the City Manager and the City Manager shall meet with the employee and their representative to discuss the findings. The City Manager’s determination to any classification dispute is final and is not subject to the Grievance Procedures set forth in Section 24 of this MOU.
Classification Disputes. (a) It is recognised that from time to time disputes may arise as to the proper classification of a position or job to be filled by a employee. In the event that a dispute as to the proper classification or reclassification of a position or job does arise the dispute settlement procedure as detailed hereunder shall apply: • the employee may submit their grievance for resolution in accordance with the procedures contained in this agreement;
Classification Disputes. (a) In determining the appropriate classification of a position or job to be filled by a employee, the company will pay full regard to: the nature and skill requirements of the position to be filled (the range of tasks to be performed); the skill level and certification of the employee; the experience and qualifications of the employee in relevant indicative tasks nominated in this subclause and/or competency standards against which an employee is accredited. Any agreed national procedures established for testing the validity of a employees claim for reclassification.
Classification Disputes. 9.1 Where the Union or an employee considers that a job or position is not classified to the appropriate profile or assigned to the appropriate salary structure for the profession, either of them may file a classification grievance in accordance with the provisions of Article 7 Grievance Procedure at Stage 2. Stage 2 shall commence with the filing of a written grievance. Grievances filed under section 9.1 will include written reasons for the classification dispute.
Classification Disputes. If at any time a dispute exists over the determination that positions are to beof exemptions excluded from the bargaining unit, either party may petition the State Employment Relations Board (SERB) for a final binding determination. This provision shall be in compliance with Sections 2.2 and 2.3. Specific to a dispute over the use of the “Supervisor” designation, tThe University will notify the Union when it plans to declare a bargaining unit position as “Supervisory.” The Union, or its representative, shall inform the University of its position in writing within thirty (30) days of receipt of such notification. In the event the Union fails to respond within thirty (30) days, the University’s proposal will be deemed accepted. When a dispute occurs over the designation of a position as “Supervisory,” the matter shall be resolved through discussedion between the Chief Human Resources Officer or designee and the President of the Union President. If such discussion does not resolve the matter, either party may submit the issue to SERB for resolution, with the position being held in a non-supervisory status pending the determination by SERB.
Classification Disputes. 9.3.3(a) It is recognised that from time to time disputes may arise as to the proper classification of a position or job to be filled by an employee. In the event that a dispute as to the proper classification or reclassification of a position or job does arise the dispute settlement procedure as detailed hereunder shall apply: the employee shall submit their grievance to the site or company consultative committee; the consultative committee may mediate and/or suggest a mutually agreeable solution to the dispute; if the site consultative committee is unable to resolve the dispute, the matter may be referred by the employer or the employee and their union to the Reclassification Disputes Board; the Reclassification Disputes Board shall be constituted in each state by one employer and one union representative and shall be chaired by a Commissioner of the Australian Industrial Relations Commission. The decision of the Board shall be final, pending any legal rights the parties may otherwise have; the proceedings of the Board shall be conducted in an informal manner and shall emphasise conciliation. An employee appealing to the Board may be represented by the union.
Classification Disputes. In determining the appropriate classification of a position or job to be filled by a employee, the company will pay full regard to: • the nature and skill requirements of the position to be filled (the range of tasks to be performed); • the skill level and certification of the employee; • the experience and qualifications of the employee in: − relevant indicative tasks nominated in this sub-clause; and / or − competency standards against which a employee is accredited. • Any agreed national procedures established for testing the validity of a employees claim for reclassification.
