Common use of Classification Procedures Clause in Contracts

Classification Procedures. (a) The parties agree that the University, acting fairly and reasonably, has the sole and exclusive right and responsibility to: (i) Determine the job duties and responsibilities of positions in Xxxxxxx University; (ii) Determine the required skills and abilities to fill positions; (iii) Determine the system by which job descriptions are evaluated to determine job classifications; (iv) Evaluate positions to determine job classifications and resulting pay grades; (v) Implement the results of job classifications; (vi) Re-evaluate positions from time to time. (b) The system by which job classifications are determined shall be discussed with the Union prior to implementation. Revisions, amendments or changes to the system shall also be discussed with the Union prior to implementation. The Union shall have the opportunity to provide comments and suggestions on the system. 40:02 Any employee may request a re-evaluation of the classification of the position she occupies, after completing the probationary period in the position, no more often than once every twelve (12) months. The employee shall include a written statement indicating why she is requesting a re-evaluation of the classification. 40:03 Position descriptions to be submitted for evaluation shall be completed by the supervisor and the employee (if the position is occupied). Position descriptions shall include the signature of the employee, supervisor, area head and Director of Human Resources. The process of acquiring signatures shall take no longer than four (4) weeks without a valid reason. Any disputes between the employee and the University, regarding the contents of the position description, shall be referred to the Director of Human Resources, who will assist the parties in coming to an agreement. In the event that an agreement cannot be reached within two (2) weeks, the University shall make the determination. The results of the position evaluations shall be effective on the date of the signature of the Director of Human Resources or on the date that the position description is submitted to the Director of Human Resources for dispute resolution. 40:04 The Director of Human Resources shall ensure the position is evaluated within two (2) weeks of receipt of the completed position description, unless there is a valid reason for the delay. The determined job classification shall be communicated in writing to the employee, supervisor, area head and the Union with reasons for the decision. Any resultant 40:05 Should the Employee be dissatisfied with the determined job classification, the matter may be referred to the Classification Review Committee (CRC) in accordance with the following procedures. (a) The Employee wishing to have the CRC review her job classification shall, within two (2) weeks, notify the Director, Human Resources in writing of the grounds on which the request for review is based. (b) The CRC shall be composed of the Vice-President, Administration & Finance, or their designate, the President of MGEU Local 135, or their designate, and a third party, selected by the two (2) parties, who shall serve as the chair of the committee. All CRC members shall be selected from within the employees of Xxxxxxx University. Alternates, who shall be named and agreed to by the parties, shall be used where circumstances require as agreed to by the parties. (c) The CRC shall hear the case for the request for review and make a decision within one (1) month after the date the request is received in the office of the Director, Human Resources. The CRC will hear from the affected parties, ie. Human Resources, Employee, supervisor, Area Head and the Union. The CRC may request additional information related to the matter. (d) The CRC may uphold the classification decision or may require the classification evaluation be redone and shall provide written reasons for its decision. The decision and reasons shall be communicated in writing to the employee, the Union and the Director, Human Resources. (e) If the Employee is not satisfied with the results of this process, she may ask the Union to proceed to Step 2 of the grievance procedure as per Article 19 of the Collective Agreement.

Classification Procedures. (a) The parties agree that the University, acting fairly and reasonably, has the sole and exclusive right and responsibility to: (i) i. Determine the job duties and responsibilities of positions in Xxxxxxx University; (ii) . Determine the required skills and abilities to fill positions; (iii) . Determine the system by which job descriptions are evaluated to determine job classifications;. (iv) . Evaluate positions to determine job classifications and resulting pay grades; (v) v. Implement the results of job classifications; (vi) . Re-evaluate positions from time to time. (b) The system by which job classifications are determined shall be discussed with the Union prior to implementation. Revisions, amendments or changes to the system shall also be discussed with the Union prior to implementation. The Union shall have the opportunity to provide comments and suggestions on the system. 40:02 40.2 Any employee may request a re-evaluation of the classification of the position she occupies, after completing the probationary period in the position, no more often than once every twelve (12) months. The employee shall include a written statement indicating why she is requesting a re-evaluation of the classification. 40:03 40.3 Position descriptions to be submitted for evaluation shall be completed by the supervisor and the employee (if the position is occupied). Position descriptions shall include the signature of the employee, supervisor, area head and Director of Human Resources. The process of acquiring signatures shall take no longer than four (4) weeks without a valid reason. Any disputes between the employee and the University, regarding the contents of the position description, shall be referred to the Director of Human Resources, who will assist the parties in coming to an agreement. In the event that an agreement cannot be reached within two (2) weeks, the University shall make the determination. The results of the position evaluations shall be effective on the date of the signature of the Director of Human Resources or on the date that the position description is submitted to the Director of Human Resources for dispute resolution. 40:04 40.4 The Director of Human Resources shall ensure the position is evaluated within two (2) weeks of receipt of the completed position description, unless there is a valid reason for the delay. The determined job classification shall be communicated in writing to the employee, supervisor, area head and the Union with reasons for the decision. Any resultantresultant salary adjustments will be dealt with in accordance with Article 26. 40:05 40.5 Should the Employee be dissatisfied with the determined job classification, the matter may be referred refered to the Classification Review Committee (CRC) in accordance with the following procedures. (a) The Employee wishing to have the CRC review her job classification shall, within two (2) weeks, notify the Director, Human Resources in writing of the grounds on which the request for review is based. (b) The CRC shall be composed of the Vice-President, Administration & Finance, or their designate, the President of MGEU Local 135, or their designate, 135 and a third party, selected by the two (2) parties, who shall serve as the chair of the committee. All CRC members shall be , selected from within the employees of Xxxxxxx UniversityUniversity by the Vice-President, Administration & Finance and the President of MGEU Local 135. Alternates, who shall be named and agreed to by the parties, shall be used where circumstances require as agreed to by the parties. (c) The CRC shall hear the case for the request for review and make a decision within one (1) month after the date the request is received in the office of the Director, Human Resources. The CRC will hear from the affected parties, ie. Human Resources, Employee, supervisor, Area Head and the Union. The CRC may request additional information related to the matter. (d) The CRC may uphold the classification decision or may require the classification evaluation be redone and shall provide written reasons for its decision. The decision and reasons shall be communicated in writing to the employee, the Union and the Director, Human Resources. (e) If the Employee is not satisfied with the results of this process, she may ask the Union to proceed to Step 2 of the grievance procedure Arbitration as per Article 19 20 of the Collective Agreement. 0 $32,702.28 $33,346.67 $34,016.31 $34,710.40 $35,404.77 $36,099.13 $1,253.49 $1,278.19 $1,303.86 $1,330.46 $1,357.08 $1,383.69 $17.91 $18.26 $18.63 $19.01 $19.39 $19.77 1 $33,024.74 $33,669.13 $34,338.77 $35,032.86 $35,726.96 $36,446.05 $1,265.85 $1,290.55 $1,316.22 $1,342.82 $1,369.43 $1,396.99 $18.08 $18.44 $18.80 $19.18 $19.56 $19.96 2 $33,793.27 $34,462.65 $35,157.01 $35,875.83 $36,594.92 $37,313.73 $1,295.31 $1,320.96 $1,347.58 $1,375.13 $1,402.70 $1,430.25 $18.50 $18.87 $19.25 $19.64 $20.04 $20.43 3 $35,032.86 $35,743.08 $36,470.77 $37,190.12 $37,933.93 $38,702.19 $1,342.82 $1,370.04 $1,397.94 $1,425.51 $1,454.02 $1,483.47 $19.18 $19.57 $19.97 $20.36 $20.77 $21.19 4 $36,768.24 $37,487.32 $38,256.39 $38,999.93 $39,793.45 $40,586.70 $1,409.34 $1,436.90 $1,466.38 $1,494.88 $1,525.30 $1,555.70 $20.13 $20.53 $20.95 $21.36 $21.79 $22.22 5 $38,950.22 $39,718.75 $40,512.00 $41,330.51 $42,148.21 $42,991.45 $1,492.97 $1,522.43 $1,552.84 $1,584.21 $1,615.56 $1,647.88 $21.33 $21.75 $22.18 $22.63 $23.08 $23.54 6 $41,578.27 $42,421.23 $43,264.19 $44,131.88 $45,024.56 $45,916.97 $1,593.71 $1,626.02 $1,658.33 $1,691.59 $1,725.81 $1,760.01 $22.77 $23.23 $23.69 $24.17 $24.65 $25.14 7 $44,702.10 $45,594.77 $46,512.17 $47,429.57 $48,396.68 $49,363.53 $1,713.45 $1,747.66 $1,782.83 $1,817.99 $1,855.06 $1,892.12 $24.48 $24.97 $25.47 $25.97 $26.50 $27.03 8 $48,272.00 $49,239.65 $50,231.21 $51,222.78 $52,264.32 $53,305.33 $1,850.28 $1,887.37 $1,925.38 $1,963.39 $2,003.31 $2,043.21 $26.43 $26.96 $27.51 $28.05 $28.62 $29.19 9 $52,338.49 $53,379.77 $54,446.03 $55,524.93 $56,628.01 $57,768.45 $2,006.15 $2,046.06 $2,086.93 $2,128.29 $2,170.57 $2,214.28 $28.66 $29.23 $29.81 $30.40 $31.01 $31.63 10 $56,850.78 $57,966.49 $59,131.92 $60,322.06 $61,512.21 $62,751.80 $2,179.11 $2,221.87 $2,266.55 $2,312.16 $2,357.78 $2,405.30 $31.13 $31.74 $32.38 $33.03 $33.68 $34.36 11 $61,809.68 $63,049.27 $64,313.85 $65,603.15 $66,917.18 $68,255.92 $2,369.19 $2,416.70 $2,465.17 $2,514.59 $2,564.96 $2,616.27 $33.85 $34.52 $35.22 $35.92 $36.64 $37.38 12 $67,280.21 $68,625.95 $69,998.55 $71,398.56 $72,826.53 $74,282.97 $2,578.87 $2,630.46 $2,683.07 $2,736.73 $2,791.46 $2,847.29 $36.84 $37.58 $38.33 $39.10 $39.88 $40.68 13 $73,234.71 $74,699.21 $76,193.28 $77,717.17 $79,271.43 $80,856.86 $2,807.11 $2,863.25 $2,920.51 $2,978.92 $3,038.50 $3,099.27 $40.10 $40.90 $41.72 $42.56 $43.41 $44.28 SCHEDULE A2 FOOD SERVICES Effective first day of pay period which includes April 1, 2009 1 2 3 $42,220.85 $43,276.21 $44,331.84 Lead Xxxx $1,618.34 $1,658.79 $1,699.25 $20.23 $20.73 $21.24 $36,776.35 $38,818.14 $40,859.94 Xxxx $1,409.65 $1,87.91 $1,66.17 $17.62 $18.60 $19.58 $34,026.56 $35,499.02 $36,971.20 Food Services Worker $1,304.25 $1,360.69 $1,417.12 $16.30 $17.01 $17.71 Casual/Student Food Services Worker $12.23* (*effective first day of pay period that includes date of signing collective agreement) 0 $33,683.35 $34,347.07 $35,036.80 $35,751.72 $36,466.91 $37,182.11 $1,291.09 $1,316.53 $1,342.97 $1,370.38 $1,397.79 $1,425.20 $18.44 $18.81 $19.19 $19.58 $19.97 $20.36 1 $34,015.49 $34,679.20 $35,368.93 $36,083.85 $36,798.77 $37,539.43 $1,303.82 $1,329.27 $1,355.70 $1,383.11 $1,410.51 $1,438.90 $18.63 $18.99 $19.37 $19.76 $20.15 $20.56 2 $34,807.07 $35,496.53 $36,211.72 $36,952.10 $37,692.76 $38,433.14 $1,334.17 $1,360.59 $1,388.01 $1,416.39 $1,444.78 $1,473.16 $19.06 $19.44 $19.83 $20.23 $20.64 $21.05 3 $36,083.85 $36,815.38 $37,564.89 $38,305.83 $39,071.95 $39,863.26 $1,383.11 $1,411.15 $1,439.87 $1,468.27 $1,497.64 $1,527.97 $19.76 $20.16 $20.57 $20.98 $21.39 $21.83 4 $37,871.28 $38,611.94 $39,404.08 $40,169.93 $40,987.25 $41,804.30 $1,451.62 $1,480.01 $1,510.37 $1,539.73 $1,571.05 $1,602.37 $20.74 $21.14 $21.58 $22.00 $22.44 $22.89 5 $40,118.72 $40,910.31 $41,727.36 $42,570.42 $43,412.66 $44,281.19 $1,537.76 $1,568.11 $1,599.42 $1,631.74 $1,664.02 $1,697.31 $21.97 $22.40 $22.85 $23.31 $23.77 $24.25 6 $42,825.61 $43,693.87 $44,562.12 $45,455.84 $46,375.29 $47,294.48 $1,641.52 $1,674.80 $1,708.08 $1,742.34 $1,777.58 $1,812.81 $23.45 $23.93 $24.40 $24.89 $25.39 $25.90 7 $46,043.16 $46,962.62 $47,907.54 $48,852.46 $49,848.58 $50,844.43 $1,764.85 $1,800.09 $1,836.31 $1,872.53 $1,910.71 $1,948.88 $25.21 $25.72 $26.23 $26.75 $27.30 $27.84 8 $49,720.16 $50,716.84 $51,738.15 $52,759.46 $53,832.25 $54,904.49 $1,905.79 $1,943.99 $1,983.14 $2,022.29 $2,063.41 $2,104.51 $27.23 $27.77 $28.33 $28.89 $29.48 $30.06 9 $53,908.64 $54,981.16 $56,079.42 $57,190.68 $58,326.85 $59,501.50 $2,066.34 $2,107.45 $2,149.54 $2,192.14 $2,235.69 $2,280.71 $29.52 $30.11 $30.71 $31.32 $31.94 $32.58 10 $58,556.30 $59,705.49 $60,905.87 $62,131.72 $63,357.57 $64,634.35 $2,244.48 $2,288.53 $2,334.54 $2,381.53 $2,428.52 $2,477.46 $32.06 $32.69 $33.35 $34.02 $34.69 $35.39 11 $63,663.97 $64,940.75 $66,243.26 $67,571.25 $68,924.69 $70,303.60 $2,440.26 $2,489.20 $2,539.13 $2,590.03 $2,641.91 $2,694.76 $34.86 $35.56 $36.27 $37.00 $37.74 $38.50 12 $69,298.62 $70,684.72 $72,098.51 $73,540.52 $75,011.32 $76,511.46 $2,656.24 $2,709.37 $2,763.56 $2,818.83 $2,875.21 $2,932.71 $37.95 $38.71 $39.48 $40.27 $41.07 $41.90 13 $75,431.75 $76,940.19 $78,479.08 $80,048.68 $81,649.57 $83,282.56 $2,891.32 $2,949.14 $3,008.13 $3,068.29 $3,129.66 $3,192.25 $41.30 $42.13 $42.97 $43.83 $44.71 $45.60 SCHEDULE A2 FOOD SERVICES Effective first day of pay period which includes April 1, 2010 1 2 3 $43,487.48 $44,574.50 $45,661.80 Lead Xxxx $1,666.89 $1,708.56 $1,750.23 $20.84 $21.36 $21.88 $37,879.64 $39,982.69 $42,085.73 Xxxx $1,451.94 $1,532.55 $1,613.16 $18.15 $19.16 $20.16 $35,047.36 $36,563.99 $38,080.34 Food Services Worker $1,343.38 $1,401.51 $1,459.63 $16.79 $17.52 $18.25 Casual/Student Food Services Worker $12.59 0 $34,609.65 $35,291.61 $36,000.31 $36,734.89 $37,469.75 $38,204.61 $1,326.60 $1,352.74 $1,379.90 $1,408.06 $1,436.23 $1,464.40 $18.95 $19.32 $19.71 $20.12 $20.52 $20.92 1 $34,950.91 $35,632.88 $36,341.58 $37,076.16 $37,810.74 $38,571.76 $1,339.68 $1,365.82 $1,392.98 $1,421.14 $1,449.30 $1,478.47 $19.14 $19.51 $19.90 $20.30 $20.70 $21.12 2 $35,764.27 $36,472.68 $37,207.54 $37,968.29 $38,729.31 $39,490.06 $1,370.86 $1,398.01 $1,426.18 $1,455.34 $1,484.51 $1,513.67 $19.58 $19.97 $20.37 $20.79 $21.21 $21.62 3 $37,076.16 $37,827.80 $38,597.93 $39,359.24 $40,146.43 $40,959.50 $1,421.14 $1,449.95 $1,479.47 $1,508.65 $1,538.83 $1,569.99 $20.30 $20.71 $21.14 $21.55 $21.98 $22.43 4 $38,912.74 $39,673.77 $40,487.69 $41,274.60 $42,114.40 $42,953.92 $1,491.54 $1,520.71 $1,551.91 $1,582.07 $1,614.26 $1,646.44 $21.31 $21.72 $22.17 $22.60 $23.06 $23.52 5 $41,221.99 $42,035.34 $42,874.86 $43,741.11 $44,606.51 $45,498.92 $1,580.05 $1,611.23 $1,643.41 $1,676.61 $1,709.78 $1,743.99 $22.57 $23.02 $23.48 $23.95 $24.43 $24.91 6 $44,003.32 $44,895.45 $45,787.58 $46,705.87 $47,650.62 $48,595.07 $1,686.66 $1,720.86 $1,755.05 $1,790.25 $1,826.46 $1,862.67 $24.10 $24.58 $25.07 $25.58 $26.09 $26.61 7 $47,309.35 $48,254.09 $49,225.00 $50,195.90 $51,219.42 $52,242.65 $1,813.38 $1,849.60 $1,886.81 $1,924.03 $1,963.26 $2,002.48 $25.91 $26.42 $26.95 $27.49 $28.05 $28.61 8 $51,087.46 $52,111.55 $53,160.95 $54,210.35 $55,312.64 $56,414.37 $1,958.20 $1,997.45 $2,037.68 $2,077.90 $2,120.15 $2,162.38 $27.97 $28.54 $29.11 $29.68 $30.29 $30.89 9 $55,391.13 $56,493.14 $57,621.60 $58,763.42 $59,930.84 $61,137.79 $2,123.16 $2,165.40 $2,208.65 $2,252.42 $2,297.17 $2,343.43 $30.33 $30.93 $31.55 $32.18 $32.82 $33.48 10 $60,166.60 $61,347.39 $62,580.78 $63,840.35 $65,099.91 $66,411.80 $2,306.21 $2,351.47 $2,398.74 $2,447.02 $2,495.30 $2,545.59 $32.95 $33.59 $34.27 $34.96 $35.65 $36.37 11 $65,414.73 $66,726.62 $68,064.95 $69,429.46 $70,820.12 $72,236.95 $2,507.37 $2,557.65 $2,608.95 $2,661.25 $2,714.56 $2,768.87 $35.82 $36.54 $37.27 $38.02 $38.78 $39.56 12 $71,204.33 $72,628.55 $74,081.22 $75,562.89 $77,074.13 $78,615.52 $2,729.29 $2,783.88 $2,839.56 $2,896.35 $2,954.28 $3,013.36 $38.99 $39.77 $40.57 $41.38 $42.20 $43.05 $77,506.12 $79,056.04 $80,637.25 $82,250.02 $83,894.93 $85,572.83 $2,970.84 $3,030.24 $3,090.85 $3,152.67 $3,215.72 $3,280.03 $42.44 $43.29 $44.16 $45.04 $45.94 $46.86 13 SCHEDULE A2 FOOD SERVICES Effective first day of pay period which includes April 1, 2011 1 2 3 Lead Xxxx $1,712.73 $1,755.54 $1,798.36 $21.41 $21.94 $22.48 $38,921.33 $41,082.21 $43,243.09 Xxxx $1,491.87 $1,574.69 $1,657.52 $18.65 $19.68 $20.72 $36,011.16 $37,569.50 $39,127.55 Food Services Worker $1,380.32 $1,440.05 $1,499.77 $17.25 $18.00 $18.75 Casual/Student Food Services Worker $12.94 Accountant Accounting Assistant Administrative Assistant to the Director, President’s Office Alumni Relations Officer Campaign Officer Communications Officer Coordinator, Research Services Development Officer Director, Ancillary Enterprises Director, Financial & Registration Services Director, Human Resources Director, Information Technology Services Director, Institutional Advancement Director, Office of the President Director, Physical Plant Director, Residence Halls Programs Executive Assistant to the President Executive Assistant to the Vice-President (Academic & Research) Executive Officer to the Vice-President (Administrative & Finance) Financial & Administrative Officer Human Resources Clerk Human Resources Officer Manager, Bookstore Manager, Food Services Office Manager, Financial and Registration Services Payroll Officer Project Manager, Physical Plant Purchasing Officer Senior Development Officer Supervisor, Physical Plant University Health & Safety Officer Subject to agreement of the other bargaining agents on campus, the parties hereto agree to continue the BENEFITS COMMITTEE as follows below. The Committee's jurisdiction shall be to examine existing Benefit Plans and the feasibility of Benefit Plans not in existence at the present time, and to recommend changes to existing Plans and the establishment of any new Plans. 1. A Benefits Committee shall consist of one (1) member from each Bargaining Agent's(union's) Local at the University, who are covered by the Plan, with equal, but not greater representation from University management. 2. The Committee shall meet as regularly as orders of business dictate. 3. The Committee may recommend changes to existing plans and the establishment of anynew plans. Any such recommendations shall be by majority determination of the Committee members present at a duly constituted meeting of the Committee following consultation with their employee unit. 4. Nothing in this Memorandum forbids a union local committee member from asking her Union Staff Representative to attend a meeting with her. Such representative may participate in all discussions.

Classification Procedures. (a) The parties agree that the University, acting fairly and reasonably, has the sole and exclusive right and responsibility to: (i) Determine the job duties and responsibilities of positions in Xxxxxxx University; (ii) Determine the required skills and abilities to fill positions; (iii) Determine the system by which job descriptions are evaluated to determine job classifications; (iv) Evaluate positions to determine job classifications and resulting pay grades; (v) Implement the results of job classifications; (vi) Re-evaluate positions from time to time. (b) The system by which job classifications are determined shall be discussed with the Union prior to implementation. Revisions, amendments or changes to the system shall also be discussed with the Union prior to implementation. The Union shall have the opportunity to provide comments and suggestions on the system. 40:02 Any employee may request a re-evaluation of the classification of the position she occupies, after completing the probationary period in the position, no more often than once every twelve (12) months. The employee shall include a written statement indicating why she is requesting a re-evaluation of the classification.include 40:03 Position descriptions to be submitted for evaluation shall be completed by the supervisor and the employee (if the position is occupied). Position descriptions shall include the signature of the employee, supervisor, area head and Director of Human Resources. The process of acquiring signatures shall take no longer than four (4) weeks without a valid reason. Any disputes between the employee and the University, regarding the contents of the position description, shall be referred to the Director of Human Resources, who will assist the parties in coming to an agreement. In the event that an agreement cannot be reached within two (2) weeks, the University shall make the determination. The results of the position evaluations shall be effective on the date of the signature of the Director of Human Resources or on the date that the position description is submitted to the Director of Human Resources for dispute resolution. 40:04 The Director of Human Resources shall ensure the position is evaluated within two (2) weeks of receipt of the completed position description, unless there is a valid reason for the delay. The determined job classification shall be communicated in writing to the employee, supervisor, area head and the Union with reasons for the decision. Any resultantresultant salary adjustments will be dealt with in accordance with Article 26. 40:05 Should the Employee be dissatisfied with the determined job classification, the matter may be referred to the Classification Review Committee (CRC) in accordance with the following procedures. (a) The Employee wishing to have the CRC review her job classification shall, within two (2) weeks, notify the Director, Human Resources in writing of the grounds on which the request for review is based. (b) The CRC shall be composed of the Vice-President, Administration & Finance, or their designate, the President of MGEU Local 135, or their designate, and a third party, selected by the two (2) parties, who shall serve as the chair of the committee. All CRC members shall be selected from within the employees of Xxxxxxx University. Alternates, who shall be named and agreed to by the parties, shall be used where circumstances require as agreed to by the parties. (c) The CRC shall hear the case for the request for review and make a decision within one (1) month after the date the request is received in the office of the Director, Human Resources. The CRC will hear from the affected parties, ie. Human Resources, Employee, supervisor, Area Head and the Union. The CRC may request additional information related to the matter. (d) The CRC may uphold the classification decision or may require the classification evaluation be redone and shall provide written reasons for its decision. The decision and reasons shall be communicated in writing to the employee, the Union and the Director, Human Resources. (e) If the Employee is not satisfied with the results of this process, she may ask the Union to proceed to Step 2 of the grievance procedure as per Article 19 of the Collective Agreement.

Classification Procedures. (a) The parties agree that the University, acting fairly and reasonably, has the sole and exclusive right and responsibility to: (i) Determine the job duties and responsibilities of positions in Xxxxxxx University; (ii) Determine the required skills and abilities to fill positions; (iii) Determine the system by which job descriptions are evaluated to determine job classifications; (iv) Evaluate positions to determine job classifications and resulting pay grades; (v) Implement the results of job classifications; (vi) Re-evaluate positions from time to time. (b) The system by which job classifications are determined shall be discussed with the Union prior to implementation. Revisions, amendments or changes to the system shall also be discussed with the Union prior to implementation. The Union shall have the opportunity to provide comments and suggestions on the system. 40:02 Any employee may request a re-evaluation of the classification of the position she occupies, after completing the probationary period in the position, no more often than once every twelve (12) months. The employee shall include a written statement indicating why she is requesting a re-evaluation of the classification. 40:03 Position descriptions to be submitted for evaluation shall be completed by the supervisor and the employee (if the position is occupied). Position descriptions shall include the signature of the employee, supervisor, area head and Director of Human Resources. The process of acquiring signatures shall take no longer than four (4) weeks without a valid reason. Any disputes between the employee and the University, regarding the contents of the position description, shall be referred to the Director of Human Resources, who will assist the parties in coming to an agreement. In the event that an agreement cannot be reached within two (2) weeks, the University shall make the determination. The results of the position evaluations shall be effective on the date of the signature of the Director of Human Resources or on the date that the position description is submitted to the Director of Human Resources for dispute resolution. 40:04 The Director of Human Resources shall ensure the position is evaluated within two (2) weeks of receipt of the completed position description, unless there is a valid reason for the delay. The determined job classification shall be communicated in writing to the employee, supervisor, area head and the Union with reasons for the decision. Any resultantresultant salary adjustments will be dealt with in accordance with Article 26. 40:05 Should the Employee be dissatisfied with the determined job classification, the matter may be referred to the Classification Review Committee (CRC) in accordance with the following procedures. (a) The Employee wishing to have the CRC review her job classification shall, within two (2) weeks, notify the Director, Human Resources in writing of the grounds on which the request for review is based. (b) The CRC shall be composed of the Vice-President, Administration & Finance, or their designate, the President of MGEU Local 135, or their designate, and a third party, selected by the two (2) parties, who shall serve as the chair of the committee. All CRC members shall be selected from within the employees of Xxxxxxx University. Alternates, who shall be named and agreed to by the parties, shall be used where circumstances require as agreed to by the parties. (c) The CRC shall hear the case for the request for review and make a decision within one (1) month after the date the request is received in the office of the Director, Human Resources. The CRC will hear from the affected parties, ie. Human Resources, Employee, supervisor, Area Head and the Union. The CRC may request additional information related to the matter. (d) The CRC may uphold the classification decision or may require the classification evaluation be redone and shall provide written reasons for its decision. The decision and reasons shall be communicated in writing to the employee, the Union and the Director, Human Resources. (e) If the Employee is not satisfied with the results of this process, she may ask the Union to proceed to Step 2 of the grievance procedure as per Article 19 of the Collective Agreement.