Classification/Reclassification/Job Evaluation Maintenance Sample Clauses

Classification/Reclassification/Job Evaluation Maintenance. If an employee believes a position is improperly classified, or when the duties of a position are changed or if a new classification is created, the matter shall be referred to the Joint Job Evaluation Committee whose function shall be to determine the appropriate rate of pay by using the CUPE Gender Neutral Job Evaluation Manual. If resolution cannot be achieved by unanimous agreement of the Joint Job Evaluation Committee the matter shall be handled in accordance with the Grievance Procedure. The Committee will perform its work in two stages. In the first stage, two representatives of the School District on the Committee will meet with two representa- tives of the directly affected Local on the Committee to address the referral to the Committee made by a member of the directly affected local. In the second stage, the matter will be referred to the full Joint Job Evaluation Committee to determine the appropriate rate of pay using the CUPE Gender Neutral Job Evaluation Manual. The CUPE Gender Neutral Job Evaluation Manual shall only be amended by mutual agreement of the Parties. The Joint Job Evaluation Committee shall be comprised of up to two (2) representatives of the Union, up to two (2) representatives of CUPE Local 1851, and up to four (4) representatives of the Employer. Where classifications are reclassified, then such position shall be accorded to the incumbent employee, and shall be paid the rate for the position as determined by the Joint Job Evaluation Committee. If it is reclassified upwards, payment of this rate shall be effective as of the date the request for reclassification is received. If it is a downward reclassification, the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification.
Sample 1
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Classification/Reclassification/Job Evaluation Maintenance. If an employee believes a position is improperly classified, or, if a new classification is created, the matter shall be referred to the Joint Job Evaluation Committee (Schedule E) whose function shall be to determine the appropriate rate of pay by using the Job Evaluation Manual.
Sample 1

Related to Classification/Reclassification/Job Evaluation Maintenance

  • Classification Changes When the University determines that a revision of a class specification for positions covered by this agreement is needed, and such revision affects the collective bargaining unit designation, the University shall notify AFSCME in writing of the proposed change. AFSCME shall notify the University, in writing, within fifteen (15) days of receipt of the proposed changes, of any comments it has concerning the proposed changes or of its desire to discuss the proposed changes.

  • Classification Structure All employees working under this Agreement shall be classified according to the skill based classification structure set out in Appendix A.

  • 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.

  • Salary on Reclassification The salary of a regular, limited-term or probationary employee whose position is reclassified shall be determined as follows:

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