Classification Issues Sample Clauses

Classification Issues. The parties agree that the Classification process is intended to ensure that employees are in appropriate job classes based upon the required knowledge, skills and abilities of their positions. (a) Administrative Review" of reclassification/reallocation actions for bargaining unit positions will be limited to only those positions which have been downgraded. (b) The incumbent of any bargaining unit position whose position has been downgraded since July 1, 1992, through reclassification or reallocation and whose salary exceeds the maximum for the new pay grade will not have their salary reduced as a result of the downgrade. (c) Classification and grade level review of an occupational class that is predominately populated by OPT or SLT bargaining unit positions, or a review of the classification assignment of an individual position, may be requested by the Union at any time during the month of June. (1) A total of 25 Individual studies will be accepted in June 2017 in preparation for the FY 2018 studies. A total of 25 individual studies will be accepted in June 2018 in preparation for the FY 2019 studies. (2) The threshold for accepting individual position studies consists of the following (a) The employee must give written explanation of how and why the position's duties and responsibilities have changed and are no longer consistent with the position's current classification assignment; and, (b) An explanation of where the new duties and responsibilities originated. (3) Requests for Position Reclassifications will be denied based on the conditions listed below: (a) Studies that were previously reviewed less than 36 months from the date of the request. (b) Employees who have received additional work which falls within their current position description. (c) Employees who have been employed with the County for less than one year; or (d) Employees who are on probation. (4) Requests for Position Reclassifications will be accepted based on priority as ranked below: (a) Documented recent reorganizations, duties could not be reassigned to employees performing similar graded work, and there is a possibility that higher-level duties were assigned to employees performing lower graded work. (b) Change in duties directly relating to the Department priority objectives or mission for FY 2018 or for FY 2019, respectively, as reflected in the County's Operating or Capital Budget and/or the Department's strategic plan. (c) Change in duties relates to a global change such as ...
Sample 1Sample 2Sample 3See All (9)
AutoNDA by SimpleDocs
Classification Issues. The parties agree that the Classification process is intended to ensure that employees are in appropriate job classes based upon the required knowledge, skills and abilities of their positions.
Sample 1Sample 2
Classification Issues. A. The County agrees to notify UPEC in writing, including any job descriptions and specifications that have been developed, of any new position proposed to be adopted by the Board of Supervisors that is intended to be placed in the UPEC- represented unit, in advance of such action by the Board of Supervisors. B. The County agrees to notify UPEC in writing, including any job descriptions and specifications that have been developed, of any position represented by UPEC intended to be reclassified by the Board of Supervisors, in advance of such action.
Sample 1
Classification Issues. (a) A position description which accurately describes the roles, duties and responsibilities of each position will be maintained by ICC. Copies of replaced position descriptions will be maintained on the Council intranet system and will be accessible by all employees. (b) Should an employee believe that a position description does not accurately reflect the duties carried out for the roles and responsibilities of their position, that employee shall inform their Supervisor. Upon receipt of this advice, the Supervisor shall hold discussions with the employee to ensure that the position description is accurate. Such actions shall wherever possible be completed within two (2) weeks of the receipt of the advice. (c) Should an employee believe that their position is not classified appropriately in accordance with the Award definitions, that employee shall advise their Supervisor of this in writing, setting out the reasons. Upon receipt of this advice, the supervisor shall in conjunction with the People and Culture Business Partner and a Union representative as required review the relevant position description against the Award provisions. Such review shall be conducted as quickly as practicable, but in no case shall take more than six (6) weeks. If it is found that the position is not correctly classified, the proposal, together with the recommendation of the reviewing team, shall be forwarded to the General Manager for consideration, the reclassification if approved shall be effective from the date of the employee’s submission. (d) Should an employee feel aggrieved at the outcome of the above-mentioned review, an appeal can be made to the Chief Executive Officer. The course of such an appeal shall be conducted within six (6) weeks of the appeal by the employee. In the event that there is a failure to reach an amicable outcome through the above process, an employee may lodge an appeal in accordance with Clause 11 Grievance and Dispute Settlement Procedures of this Agreement.
Sample 1
Classification Issues. A process of negotiation shall be established which enables an employee or group of employees to be reclassified if it can be determined that there has been significant change in work value or skill requirement of their position. A submission for the reclassification can be made by any party to this Agreement. The submission shall include: (a) who is affected; (b) what has changed; (c) the effects of tasks performed, identifying if there have been savings in time or money; and (d) what classification is considered appropriate. Discussions shall take place between the relevant parties to this Agreement. These discussions shall commence within two (2) months from the date of submission. If agreement is not reached within two (2) months of the date of submission, then any party to the negotiation may enact the Grievance and Dispute Settlement Procedure at Clause 9.
Sample 1
Classification Issues 
Sample 1

Related to Classification Issues

  • 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.

  • 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.

  • Classifications 32.1 The Classification levels for Employees engaged under this agreement shall be read in accordance with the Award unless specifically amended by the terms of this Agreement. Classification levels, relativities, pay rates and other details are contained in APPENDIX 1. 32.2 An Employee not already engaged as CW4 (marker/setter) shall be paid an all-purpose allowance of 5% of his/her applicable hourly rate when performing this work. 32.3 Where any Employee on any day performs two or more classes of work to which different rates of pay are applicable, the Employee shall be paid at the higher hourly rate for the day if the Employee is required to work at that class of work for two (2) hours or more, and if for less than two (2) hours during any one (1) day the Employee will be paid the higher rate for the time so worked. 32.4 Where an Employee is elected by Employees of the Employer as a HSR and agrees to undertake the required training to fulfil the role, the Employee will be classified as the higher of CW4, or the Employee's usual classification. In addition, a HSR is entitled to an all-purpose hourly allowance for the life of this agreement as per the table at Appendix 2 – Health and Safety Representatives Allowance. (a) For clarity, an Employee is only entitled to one all-purpose hourly allowance pursuant to clauses 32.4 and 32.5.

  • 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 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.

  • Classification For the purposes of Rules 43.3(a) and 70.5(b), the Authority shall indicate the classification of the subject matter according to the International Patent Classification. The Authority may, in addition, in accordance with Rules 43.3 and 70.5, indicate the classification of the subject matter according to any other patent classification specified in Annex E to this Agreement to the extent decided by it as set out in that Annex.

  • 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 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).

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • EMPLOYEE CLASSIFICATIONS REGULAR FULL-

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!