CLASSIFICATIONS/CAREER PATHS Sample Clauses

CLASSIFICATIONS/CAREER PATHS. 11.1 During the life of this agreement the Company and employees will develop and implement an improved “fit for purpose” career path and review during the life of the new agreement the current pay structure to make it more contemporary, which will cover all manufacturing waged roles at the site. The Company will commit to have the career path articulated by December 2007. Until such time as the career path is finalized, the following will apply. 11.2 Employees will progress through the career path structures on the basis of seniority (all things being equal) and the job related nationally endorsed competency standards. 11.3 All things being equal means that if two employees have an equal technical and enabling skills set (as determined by their Competency Units of the PPI NCS'), the employee who has a longer length of service within the applicable career path will have the opportunity to be trained first. However, nothing herein shall operate to prevent individuals undertaking training in line with the capacities of a particular shift or career path, bearing in mind the principle of fairness and equity. 11.4 The following procedure may be used to appoint future Crew Leaders, Senior Operators, Team Leaders and other like roles. 11.4.1 When a vacancy arises for a Crew Leaders, Senior Operator, Team Leader and other like roles, seniority (all things being equal) will not be the only criteria taken into account. 11.4.2 Clear criteria, both task and enabling will be defined via a position description and / or relevant documents. 11.4.3 Appointments will be made by application. 11.4.4 The minimum requirement level will be defined in an advertisement which may include career path restrictions. 11.4.5 A selection panel shall make appointment to these positions. The selection panel shall be made up of the Area Manager and a senior employee representative and others as required. The Panel must take the following into account before making the appointment: 11.4.5.1 Skills and competence attained. 11.4.5.2 Current work performance 11.4.5.3 Demonstrated decision-making and communication skills.
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CLASSIFICATIONS/CAREER PATHS. 11.1 The parties agree that employees will have access to reclassification and career path progression consistent with the provisions of this Agreement and the agreed classification structure. 11.2 All maintenance personnel shall be classified into the industry agreed P level structure based on prior agreement and educational qualifications. 11.3 An employee who is training for a higher level classification shall do so at their existing classification rate of pay. 11.4 Where an employee trains in hours outside normal rostered hours on approved training programs, they shall receive single time rates. 11.5 The classification structure, herewith, is designed to promote productivity, flexibility and efficiency in the organisation of work and quality of product. Employees will work to the full extent of their skills. No demarcation will be acknowledged within the career path classification structure. 11.6 In the classification structure set out at 11.5, "Approved" means as approved by the Company, and "Accredited" means as accredited by the applicable TAFE College. 11.7 Where hours of approved and accredited training are stated, it is meant in the context of hours undertaken beyond the basic Trade Certificate 'training.
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CLASSIFICATIONS/CAREER PATHS. 12.1 An employee who is training for a higher level classification shall do so at their existing classification rate of pay. 12.2 When an employee who has been trained to perform the role of a higher classification does perform that role on a temporary or relieving basis, the higher classification wage shall be paid for the duration of the period for which the employee performs the higher duties. 12.3 Where an employee participates in company approved training outside of normal rostered hours, they shall receive their normal shift rate, inclusive of penalties or loadings that would apply to such shifts, as if they were working them. 12.4 The classification structure is designed to promote productivity, flexibility and efficiency in the Organisation of work and quality of product. Employees will work to the full extent of their skills. No demarcation will be acknowledged within the career path classification structure. 12.5 Persons will be promoted through the structure on the basis of their performance skills and suitability, however with all things being equal, the parties will use seniority for the position under consideration. 12.6 Asaleo Care is committed to the internal promotion of employees however this does not preclude consideration of external candidates. If internal candidates apply and they are unsuccessful the candidate will be provided with specific feedback on why they were unsuccessful. Where it is aligned with business needs, further training and/or personal development opportunities will be provided to the unsuccessful internal candidate. 12.7 The selection process and criteria used to assess someone’s suitability for a position will be made available for those employees involved in a recruitment process.
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CLASSIFICATIONS/CAREER PATHS. Schedules D and E sets out the Classifications and Career Paths applicable under this Agreement.
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CLASSIFICATIONS/CAREER PATHS. 16.1 The Company will implement agreed training and development programs for all employees that will promote skill acquisition which allows for career path movement in line with the skills acquired and used. 16.2 The Company may direct an employee to carry out such duties as are within the limits of the employee's skill, competency and training consistent with the classification structure of this Agreement provided that such duties are not designed to promote deskilling. 16.3 The Company may direct an employee to carry out such duties and use such tools and equipment as may be required provided that the employee has been properly trained in the use of such tools and equipment. 16.4 Any direction issued by the Company pursuant to paragraphs 16.2 & 16.3 of this clause shall be consistent with the Company's responsibilities to provide a safe and healthy working environment. 16.5 Employees within each classification will perform a wider range of duties including work which is incidental or peripheral to their main tasks or functions. 16.6 Employees will work to the full extent of their skills. No demarcation will be acknowledged within the career path classification structure. 16.7 The Company will implement agreed training and development programs for all employees which will promote skill acquisition which allows for career path movement in line with the skills acquired and used. 16.8 Training courses may include both in-house and TAFE units.
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Related to CLASSIFICATIONS/CAREER PATHS

  • New Job Classifications 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 arbitrator (or board of arbitration 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 arbitrator (or board of arbitration 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. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • 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.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • 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.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • FURNITURE CLASSIFICATIONS Furniture classifications include but not limited to: Cafeteria, Dormitory, Library Shelving and Library Related, Lounge, Systems (Modular), School (Classroom), Freestanding, Seating, Filing Systems and Equipment, and Technology Support.

  • Job Classification Full-Time and Part-Time (a) 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 within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor 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. (b) When the Hospital makes a substantial change during the term of this agreement 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, to permit the Union to make representation with respect to the appropriate rate of pay. (c) 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 Arbitrator 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. (d) 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.

  • EMPLOYEE CLASSIFICATIONS REGULAR FULL-

  • 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.

  • CLASSIFICATIONS AND WAGES The Employer will pay employees pursuant to the wage schedule attached hereto as Schedule “A” and forming part of this Collective Agreement.

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