Classification rules Sample Clauses

Classification rules. Starting scale The employee receives a monthly salary within the salary scale appropriate to his employment position. Employees who are not yet taking on all the tasks for their employment position may be temporarily assigned to a lower salary scale (referred to as a starting scale). In such a case, a development and/or training phase will be set, as well as a timeline for the progress towards the actual salary scale set for the employment position in question. An employee can be paid on the basis of a starting scale for a period of up to 12 months. Classification in higher salary scale: Classification in a higher salary scale will be in order if an employee starts to work in a position that is classified in a higher position group and no starting scale is applied, or if the employee is reclassified from a starting salary scale to the salary scale appropriate to his employment position. Classification rules In the event of classification in a higher salary scale, the monthly salary will be increased by 3%. If after this increase the monthly salary is still lower than the scale minimum of the new scale, the monthly salary will be raised to at least the scale minimum. Classification in a higher scale may coincide with the annual individual salary adjustment. In such a case, the individual salary adjustment in the lower scale is determined first. After this, the rules for salary increases to the higher scale are applied. Classification in a lower scale: Classification in a lower scale may be the result of demotion, a change in the employment position, or an individual adjustment to correct salary imbalances:
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Related to Classification rules

  • Classification Plan (a) The Employer and the Union recognize the need to maintain the principles of Pay Equity to evaluate jobs in the Public Service bargaining unit. The parties also agree to apply the Public Service Job Evaluation Plan in accordance with those principles to all bargaining unit positions using the gender neutral plan factors and degrees in the Public Service Job Evaluation Plan. The Public Service Job Evaluation Plan will be used to evaluate positions in the Main Agreement and to determine their appropriate factor ratings.

  • Classifications 6.1 Each Employee is classified as assessed by the Employer as follows:

  • COVERED CLASSIFICATIONS All employees shall be subject to post-Accident testing under this Agreement. All employees who perform Safety-Sensitive Functions, as defined in this Policy, shall be subject to reasonable suspicion testing.

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • Classification 7.06 Employees who cannot support the Union because of a conscientious objection as determined by the Union’s internal guidelines may apply to the Union in writing.

  • 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.

  • 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.

  • JOB CLASSIFICATIONS For the purpose of this Agreement the following classifications will be applicable:

  • Classification Appeal Procedure An employee shall have the right to appeal, through the Union, the classification of the position the employee occupies, or where a point rating plan has been used, the right to appeal the position's level. Classification matters are not grievable under Article 8 of this Agreement. Instead, the following procedures shall be followed.

  • Job Classification 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 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. 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 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 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. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Hospital may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued.

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