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.
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. 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.
9.2 Where the Union determines a new job is not anomalous/unique the union may file a grievance in accordance with the provisions of Article 7 of the Grievance Procedure at Stage
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 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. 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.
Classification Disputes. 6.1 All disputes about classification must be addressed in accordance with clause 12 of this Agreement, including disputes where:
a. a classification review has determined that an employee’s position is classified at a lower band, having regard to the applicable Classification Descriptors (set out in Schedule A), and the employee does not believe that the confirmed band reflects the description of the employee’s required position; or
b. an employee is of the view that the translation point for his or her position is inappropriate having regard to the applicable Band Descriptors or is of the view that their band does not reflect the description of the employee’s required role.
c. The effective date (including backdating of pay) of the outcome of the classification dispute will be the date of lodgement of the classification review dispute under clause 12 of 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.
(b) 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 contained within this agreement shall apply.
4.2.5 Skill based career structure
(a) Existing employees shall transfer to the classification structure on the basis of existing Agreement rates of pay in accordance with the translation in 4.2.7. Upon translation existing employees shall be regarded as satisfying the requirements of the new skill level to which they translate. However, in seeking upward reclassification a employee shall be required to demonstrate that the employee meets the full requirements of the higher skill level in accordance with the criteria outlined in this paragraph.
(b) The classification structure is designed to facilitate the improvement of the level of skills of the workforce and to provide a career path for all employees.
(c) Accordingly, each classification level builds upon the previous level so that the value of a employee to the industry and their company increases as the employee progresses through the structure. Skills are built up in a sequential manner through job learnt skills and structured training and the new industry training framework developed by CTQ reflects this intent.
(d) Under the new classification structure, a employee's building and construction industry skills are to be formally recognised, industry wide, at all levels from new entrant to Construction Employee Level 8. Employees will move up the classification structure as they acquire additional accredited skills. Payment will be on the basis of the level of skills required to perform the work of a particular position or job offered by the company.
4.2.6 Training Training shall be in accordance with Clause...
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;
(b) In any case, 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 a employee is accredited. • Any agreed national procedures established for testing the validity of a employees claim for reclassification.
