Classification System. If, during the life of the present Collective Agreement, the Company introduces a new classification system and standards and once it is agreed to by the Company and the Union, it shall form the basis for joint consultation for the purposes of its implementation and determination of appropriate annual rates of pay (Appendix “A”). Any disagreement between the Company and the Union concerning its application as it relates to salaries shall be subject to the grievance and arbitration procedure. Until such time as any new classification system and standards have been implemented and the salary structure determined, the classification system and standards existing upon signature of the Collective Agreement shall remain in place.
Classification System. The District and the WVMCEA believe it is important to maintain a fair and equitable classification system. Because duties and responsibilities change over time, the parties have agreed to the following system to update and recognize changes which take place.
Classification System. 1. The present classification system shall remain in effect. However, if a College decides to change the current system and/or replace it with another, it shall meet and discuss the search process and any later implementation of such new system with the Federation. If a committee is formed to explore alternative classification systems, the Federation Chair shall be a voting member of any such committee charged in the search and implementation of a new classification system.
2. Recommendations for the reclassification of a position shall be based on the following:
a) demonstrated changes in duties, responsibilities and/or qualifications which result in a change in position point value as determined by the VSC Classification System sufficient to justify a pay range change and/or
b) evidence that a position at a VSC college encompasses the same duties and responsibilities and requires the same qualifications yet is classified differently at another college.
3. The procedures for position review and reclassification shall be as follows:
a) Requests for review shall be submitted on a position reclassification form provided by the college business office and shall be completed by the incumbent employee and/or supervisor. The incumbent may request copies of a related position description from the college business office.
b) The position reclassification form and any related paperwork shall be submitted to the Office of the Xxxx of Administration or the human resources director, who will forward it to the Human Resources Designee in the Office of the Chancellor within five (5) working days of its receipt. A copy of the form will be sent to the Federation President. The Human Resources Designee shall respond to the reclassification request within thirty (30) working days of receipt unless a position audit is needed in which case the response shall be within 45 working days.
c) If the incumbent employee wishes to appeal the reclassification decision, such request shall be made within 20 working days. A copy of the appeal shall be sent to the Federation President. Upon notice of appeal request, the Human Resources Designee shall inform the reclassification panel and it shall take up the appeal at the next scheduled meeting.
4. The position reclassification panel shall consist of four persons from within the Vermont State Colleges selected by the Chancellor and four employees selected by the President of the Federation. Panel members shall normally serve from the date...
Classification System. 11.11.1 The College shall maintain a system which includes job classification descriptions for all employees hired through a competitive process and job descriptions for each position which is .5 FTE or greater.
11.11.2 The Union shall be provided forty-two (42) working days prior notice of changes in any job classification descriptions (see Article 9.2.3).
11.11.3 Employees shall be provided a copy of their job description at the time of hire and at any time there is a significant change in the employee's "core" duties.
11.11.4 In addition to its other contractual responsibilities, the Joint Review Committee may make recommendations to Human Resources regarding the classification system or perceived problems with recruitment, hiring, and retention as they relate to the job classification system.
Classification System. During the life of the present Collective Agreement, NAV CANADA shall introduce a new classification system and standards including the evaluation of positions in the bargaining unit. The new classification system and standards once agreed upon by NAV CANADA and the Association shall form the basis for joint consultation for the purposes of implementing the system and determining the appropriate annual rates of pay (Appendix A). Any disagreement between NAV CANADA and the Association concerning its application as it relates to salaries shall be subject to the grievance and arbitration procedure. Until such time as the new classification system and standards have been implemented and the salary structure determined, the classification system and standards existing upon signature of the Collective Agreement shall remain in place.
Classification System. It is the obligation of the Employer to maintain the classification system and the pay plan, based upon the principle of like pay for like work. All positions subject to this Agreement shall be classified on the basis of job duties and responsibilities in accordance with standard classification procedures.
Classification System a) Job Descriptions
i) A job description will be available for every position within the bargaining unit. The University will work with the Labour Management Committee to develop and revise from time to time the appropriateness of these job descriptions. Changes may only be made by mutual agreement.
ii) Where any position changes sufficiently to warrant a revised description or the Employer creates a new regular position, the Employer will prepare a draft of the new or revised job description and forward it to the Union. This description will not be finalized until thirty
Classification System a. Nothing in this Article will diminish the Board’s prerogatives described in Article 3, including, but not limited to, the power to determine for the University what jobs are needed, what the content of a job description should be, or how a particular job should be structured.
b. The University will develop, in consultation with the UCPEA, an updated Classification System and Salary Schedule. The University will have at least monthly meetings with the UCPEA for this purpose. The updated Classification System will incorporate the following design criteria:
1. Seven (7) to nine (9) classification levels and corresponding pay-bands;
2. Four (4) to seven (7) classification levels designated as “Individual Contributors” and two (2) to three (3) levels designated as “Managers/Specialized Lead Contributors”;
3. Updated job specifications and titles grouped into appropriate job series and families that will replace the existing UCP job specifications and payroll titles;
4. Pay-bands that are market-informed and include coherent ranges between the minimums and maximums, as well as between mid-points;
5. Maximum salaries for each pay-band; and
6. Pay-bands that are adjusted at least by the amount of the across-the-board increase each fiscal year.
c. The University, in consultation with the UCPEA, will adopt the updated Classification system in accordance with the design criteria stated above on or before January 2, 2018.
d. The University, in consultation with the UCPEA, will develop a procedure and timeline for transitioning existing employees into the updated Classification System and Salary Schedule on or before July 1, 2018.
e. A description of the Job Classification System shall be available to all employees through the Human Resources Web Page.
Classification System. (a) The employer and the union have an established classification system governing the organization and evaluation of every position within the bargaining unit.
(b) The employer shall evaluate and classify all positions in accordance with the applicable classification standard.
(c) The employer shall assign duties to employees in accordance with the provisions of the applicable classification standard.
(d) Until such time as any new classification system and standards have been mutually agreed upon, the classification system and standards existing upon signature of the collective agreement shall remain in place.
Classification System. 16.1 The job classifications included in the bargaining unit are listed in Appendix A. The University will create and maintain specifications describing the minimum qualifications, basic functions and typical job duties of each classification. The University will also create and maintain job descriptions describing the qualifications, essential functions, duties and responsibilities of each position within the classifications.
16.2 The University may temporarily assign to an employee duties from a higher job classification for a period not to exceed six (6) months. For the durations of such temporary assignment, the employee shall receive additional compensation equal to five (5) percent of the employee’s base wages. In the event an employee is temporarily assigned the full set of duties from a higher job classification, and the lowest step of the pay range for that higher job classification exceeds the employee’s base wage by more than five (5) percent, the employee shall be paid at the lowest step of the higher pay range for the duration of the temporary assignment.
16.3 Employees may request, or the University may initiate, a review of the duties and responsibilities of a position within a job classification to determine whether the position should be reclassified because of the permanent addition, reduction, or modification of the assignments, responsibilities, and duties of the position. Reclassification decisions shall be made by the Director, Human Resources. A position will be reclassified only if the change in the assignments, duties, and responsibilities is (i) ongoing; (ii) sufficiently significant to warrant a reclassification;
