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.
Classifications. There will be no Grade 6 reclassification claims for the duration of this agreement expect where such claims are in strict accordance with the Award criteria.
Classifications. 6.1 Each Employee is classified as assessed by the Employer as follows:
Classifications. 23.1 The Classification levels for Employees engaged under this Agreement shall be read in accordance with the relevant Awards unless specifically amended by the terms of this Agreement. Classification levels, relativities, pay rates and other details are contained in APPENDIX ONE, as applicable.
Classifications. The Classification levels for employees engaged under APPENDIX ONE SECTION FOUR shall be read in accordance with the Manufacturing and Associated Industries and Occupations Award 2020. Wages for apprentices shall be calculated by applying a fixed percentage to the rates of specific trades as provided by the applicable award or order. Provided that the trade rate shall not include the hand tool or power tool allowances for the purposes of this calculation.
(a) Engineering/Manufacturing Employee—Level I
(b) An Engineering/Manufacturing Employee—Level I is an employee who is undertaking up to 38 hours induction training which may include information on the enterprise, conditions of employment, introduction to supervisors and fellow workers, training and career path opportunities, plant layout, work and documentation procedures, occupational health and safety, equal employment opportunity and quality control/assurance.
(c) An employee at this level performs routine duties essentially of a manual nature and to the level of their training:
(i) performs general labouring and cleaning duties;
(ii) exercises minimal judgement;
(iii) works under direct supervision;
(iv) is undertaking structured training so as to enable them to work at the C13 level.
(d) Engineering/Manufacturing Employee—Level II
(e) An employee at this level performs work above and beyond the skills of an employee at the C14 level and to the level of their skills, competence and training:
(i) works in accordance with standard operating procedures and established criteria;
(ii) works under direct supervision either individually or in a team environment;
(iii) understands and undertakes basic quality control/assurance procedures including the ability to recognise basic quality deviations/faults;
(iv) understands and utilises basic statistical process control procedures;
(v) follows safe work practices and can report workplace hazards.
(f) Engineering/Manufacturing Employee—Level III
(g) An employee at this level performs work above and beyond the skills of an employee at the C13 level and to the level of their skills, competence and training:
(i) is responsible for the quality of their own work subject to routine supervision;
(ii) works under routine supervision either individually or in a team environment;
(iii) exercises discretion within their level of skills and training;
(iv) assists in the provision of on-the-job training. Engineering/Manufacturing Employee—Level IV
(h) An Engineering/Manufact...
Classifications. Teacher Assistants – general Teachers’ Assistants in Primary and Secondary schools, including Home Economics Assistants Qualified Teachers’ Assistants will hold an appropriate Certificate III or IV "Classroom Assistant" Course as recognised by the employer at a recognised training institution or equivalent Teacher Assistants – special learning needs Teachers’ Assistants in Primary and Secondary schools, who have as their main duty the care of a student with special learning needs as defined and funded by Government Qualified Teachers’ Assistants will hold an appropriate Certificate III or IV Advanced Teacher Aide Certificate Special Needs Course or equivalent qualification as recognised by the employer at a recognised training institution or equivalent Aboriginal Teacher Assistants (ATAs) Aboriginal Teachers’ Assistants in Primary and Secondary schools, who have, in addition to their general teacher assistant duties, home liaison duties and/or are required by the employer to use their aboriginal language skills to assist the teacher. Such ATAs are funded by Government Qualified Teachers’ Assistants will hold an appropriate Certificate III or Certificate IV in Education (Aboriginal and Xxxxxx Xxxxxx Islander) as recognised by the employer at a recognised training institution or equivalent Community Teachers Aboriginal Teaching Assistants who have completed a Diploma in Education (Aboriginal and Xxxxxx Xxxxxx Islander) or the Associate Diploma in Education (Community Teaching) and are working in specified Xxxxxxxxx schools as Community Teaching Associates.
Classifications. 18.1 The current classifications with their respective pay levels are hereby incorporated into this contract as Appendix I. The existing class specifications for these jobs are considered in effect upon the execution of this contract.
(a) Should the University decide to create, eliminate or modify class specifications, it will notify the Union in advance of implementing the action. Notification will include the bargaining unit status of the classification and, for a newly created or modified classification considered to be in the bargaining unit, a proposed salary. Notification will occur at least thirty (30) days in advance of any proposed implementation date. At the Union's request the University will meet and confer with the Union over its proposed action.
(b) An employee occupying a position reallocated to a class with a lower salary range maximum due to a class being created, abolished or modified will retain the salary of their former position until reaching the top of the range of the former position, and then will be frozen until the new class pay range catches up. An employee(s) occupying a position reallocated to a class with a higher salary range due to a class being created, abolished or modified will receive the same step in the new range as the employee(s) held in the previous range. The periodic increment date of the employee will remain unchanged.
(c) Within thirty (30) calendar days following implementation of the University's decision to create or combine classifications, or modify class specifications for bargaining unit positions, the Union may file an appeal with the Classification Review Hearing Officer selected under Article 19 of this contract, to determine if the salary assigned to the classification is appropriate.
(d) The Union may, at any time, propose a new classification with appropriate justification. These proposals will be reviewed by the Compensation Office of Human Resources which will accept, reject, or modify any proposal. This review is not grievable. The Employer agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions.
Classifications. 20.1 Upon written request from a bargaining unit member to the University, the bargaining unit member’s position shall be reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classification. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period.
20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification.
A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title.
B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified.
20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it ha...
Classifications. It is the intention of the parties during the life of this Agreement that an appropriate classification system with minimum rates of pay for each classification will be agreed. This will include the assessment criteria to establish what is required to qualify for the classification level and the rate of pay assigned to that classification. Progression will be reliant upon a position being available at the company's discretion. An annual appraisal process will be developed and implemented to continuously assess employees against the criteria. Employees will be provided with training to advance to an available position and to maintain their competency at the attained level. Should anyone fall below the competency required for the classification level or they are no longer required to perform those tasks, they will drop to the rate below until such time as their competency level has increased again. Training will be provided to do this. Notwithstanding this, the classifications below will remain applicable for the life of the Agreement as will the rates of pay
Classifications. 6.1 Each Employee is classified as assessed by the Employer as follows:
6.1.1 Level 1 Competent - Employees requiring initial training, working in a team environment and undertaking customer service duties, when assessed as competent, principally involving the preparation and service of food and beverages.
