Common use of Classifications Clause in Contracts

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.

Appears in 13 contracts

Samples: Collective Bargaining Agreement Addendum, Collective Bargaining Agreement Addendum, Collective Bargaining Agreement Addendum

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Classifications. 18.1 17.1 The current classifications Employer shall prepare classification specifications which will describe the duties and requirements of each classification within the bargaining unit. The Employer shall provide a copy of all classification specifications to the Union. These shall then become the recognized classification specifications and shall not be changed unless in accordance 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 provisions of this contractClause 17.2. (a) Should 17.2 In the University decide event the Employer establishes or proposes to createestablish a new classification or there is a change in the job content of a recognized classification, eliminate or modify class specifications, it will notify the Union in advance of implementing the action. Notification will include the bargaining unit status shall receive a copy of the classification and, for a newly created or modified classification considered to be in the bargaining unit, a proposed salaryspecification and accompanying rate of pay. 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 Unless 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 objects 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 writing within thirty (30) calendar days following implementation such notification, the classification specification shall become established and the rate of pay shall be included as part of Schedule "A" of this Collective Agreement. If the Union files written objection then the Parties shall meet to discuss the matter and commence negotiations forthwith in an attempt to reach agreement as to the appropriate rate of pay. Failing agreement, the matter may be referred to arbitration in accordance with Clause 22.11 of the University's decision Collective Agreement. 17.3 Any disagreement between the Employer and the Union on the rate of pay for a new or revised classification shall not prevent the Employer from filling the position or assigning the work within the new or revised classification and at the proposed rate of pay. If the rate of pay of a new or revised classification is adjusted by means of negotiation or otherwise, such adjustment shall be retroactive to create the date the new/or combine classifications, revised classification came into effect. 17.4 Any dispute as to whether a new or modify class specifications for revised classification falls within the bargaining unit positionsmay be referred to the Manitoba Labour Board for determination. 17.5 At any time after an employee has been in a classification for three (3) months, the Union employee shall have the right to request a review of his/her classification if the employee feels that the duties of the job have changed from those of the classification specification. 17.6 The Employer will examine the duties of the employee, compare them with the classification specification, and give a decision in writing to the employee within thirty (30) calendar days as to the validity of the request. 17.7 If the employee is not satisfied with the result of the review the employee may file an appeal a grievance in accordance with the Classification Review Hearing Officer selected under Article 19 of this contract, to determine if the salary assigned to the classification is appropriateClause 22.9. (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.

Appears in 3 contracts

Samples: Collective Agreement, Collective Agreement, Collective Agreement

Classifications. 18.1 19.1 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 20 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.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

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 specificationsspecifications which does not involve a major restructure to the overall classification system, 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 classificationsclassifications per 13.2, or modify class specifications for bargaining unit positions, the Union may file an appeal with the Classification Review Hearing Officer selected under Article 19 14 of this contract, to determine if the salary assigned to the classification is appropriate. (d) 13.2 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. . 13.3 The Employer University agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Classifications. 18.1 The current classifications 12.1. ISS must classify an employee covered by this Agreement in accordance 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 contractSchedule 1. 12.2. An employee must perform all duties that are incidental to their work and within their level of skill, competence and training, irrespective of their classification. 12.3. ISS must ensure that an employee required to be licensed under the Private Security Act 2004 (aVic) Should holds the University decide appropriate licence for their classification or the work the employee is required to createperform. Employees are responsible for obtaining and maintaining the appropriate licence (including costs). If an employee’s licence expires or is suspended or cancelled, eliminate the employee must notify ISS immediately and ISS may stand the employee down from work without pay for 2 weeks or modify class specificationsany other period that may be agreed between them in order to resolve the licensing issue, it or the employee may access any accrued annual or long service leave. If the licensing issue is not resolved within 2 weeks, or such longer agreed period, including any accrued leave, the employee may be terminated. 12.4. Employees are required to hold an Aviation Security Identification Card (ASIC). ISS will pay for the renewal cost of an employee’s ASIC. If an employee’s ASIC expires or is suspended or cancelled, the employee must notify ISS immediately and ISS may stand the Union employee down from work without pay for 2 weeks or any other period that may be agreed between them or the employee may access any accrued annual or long service leave. If the ASIC issue is not resolved within 2 weeks, or such longer agreed period, including any accrued leave, the employee may be terminated. If an employee can demonstrate they have taken all reasonable steps to renew their ASIC and they do not receive a new ASIC prior to the expiry of their current ASIC, they can request a redeployment to a non-screening position where such a position is available. Employees redeployed to non-screening duties while awaiting the result of their ASIC renewal will be paid their usual rate of pay until the result of their ASIC application is notified. Provided that if the ASIC renewal has not been decided in advance of implementing the action. Notification will include the bargaining unit status 12 weeks of the classification and, for a newly created or modified classification considered application being submitted and the non-screening duties are no longer required to be in performed, the bargaining unitemployee may be terminated. If the ASIC is granted the employee is entitled to resume their original position duties, subject to the completion of any re-training requirements. 12.5. Employees may be required to hold an Airside Drivers Authority (ADA). ISS will pay for the renewal cost of an employee’s ADA. If an employee’s ADA expires or is suspended or cancelled, the employee must notify ISS immediately and ISS will endeavor to find alternate duties for the employee to perform while the ADA issue is resolved. If ISS does not have available alternative duties, ISS may stand the employee down from work without pay for 2 weeks or any other period that may be agreed between them or the employee may access any accrued annual or long service leave. If the ADA issue is not resolved within 2 weeks, or such longer agreed period, including any accrued leave, ISS may redeploy the employee to alternate duties, including duties at a proposed salarylower rate of pay, while the ADA issue is resolved. Notification will occur If the ADA issue is not resolved within 2 weeks, or such longer agreed period, the employee may be terminated. 12.6. Employees who perform aviation screening (screening officers under the Aviation Transport Security Regulations) are required to hold at least thirty (30) days a Certificate II in advance Security Operations and maintain screening competency. The Department of any proposed implementation dateHome Affairs introduced a Screener Accreditation Scheme that requires existing screeners to pass accreditation tests in screening functions that are relevant to their job and meet continuing professional development requirements. At Under the Union's request scheme, new screeners are required to complete a Certificate II in Transport Security Protection and undertake at least 40 hours of on-the-job training. If an employee fails to maintain screening competency or does not pass the University will meet and confer with accreditation tests under the Union over its proposed action. (b) An scheme, ISS may redeploy the employee occupying a position reallocated to a class with alternate duties, including duties at a lower salary range maximum due to a class being createdrate of pay, abolished or modified will retain while the salary of their former position until reaching screening issue is resolved. If the top of the range of the former positionscreening issue is not resolved within 6 weeks, 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 ISS may permanently redeploy the employee will remain unchangedto alternate duties, including duties at a lower rate of pay. (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.

Appears in 1 contract

Samples: United Workers Union Melbourne Airport Agreement 2024

Classifications. 18.1 13.1 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) 13.3 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 14 of this contract, to determine if the salary assigned to the classification is appropriate. (d) 13.4 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. . 13.5 The Employer University agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions.

Appears in 1 contract

Samples: Collective Bargaining Agreement

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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.17.01 New Classifications (a) Should When the University decide duties of a classification are significantly altered by an action of the Employer, or where a new classification is developed by the Employer, which may fall within the Bargaining Unit, the Employer shall give written notice 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 new or altered classification and, and the proposed rate of pay for a newly created or modified such classification considered to be in the bargaining unit, a proposed salary. Notification will occur at least thirty within seven (307) 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 The Union may contest the proposed rate of pay by sending written notice to a class with a lower salary range maximum due the Employer. A notice to a class being created, abolished or modified will retain contest the salary rote of their former position until reaching pay must be sent to the top of Employer not later than ten (10) calendar days from 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 unchangedEmployer's notice. (c) Within thirty (30) calendar days following implementation The Parties shall attempt to resolve the rate of pay through negotiations. Any change mutually agreed to resulting from such negotiations shall be retroactive to the date that notice of the University's decision new rate of pay was given by the Employer. Should the two (2) Parties fail to create or combine classifications, or modify class specifications for bargaining unit positionsreach an agreement through negotiations, 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 appropriategrievance procedure shall apply. (d) The Union mayproposed rate of pay for the new or altered classification shall remain in effect until such time as it is amended as a result of negotiations or the resolution of the grievance regarding the proposed rate of pay. Such amended rate will be effective from the date of written notice from the Employer to the Union. 17.02 In the event that the Employer changes the classification of the work being performed by a Regular Employee, to a classification with a higher basic rate of pay, such Employee will be placed on the wage scale for classification with the higher rate of pay at a step in the new scale that results in an increase. 17.03 In the event that the Employer changes the classification allocation of the work being performed by a Regular Employee, to a classification with a lower basic rate of pay, such Employee, while employed in such position, shall continue to receive her previous basic rate of pay until the basic rate of pay for the lower paid classification is equal to or greater than her previous basic rate of pay, or for a period four (4) months, whichever is earlier, at any time, propose a new which time she will then receive the basic rate of pay for the classification with appropriate justification. These proposals will be reviewed by to which the Compensation Office of Human Resources which will accept, reject, or modify any proposal. This review position is not grievable. The Employer agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positionsallocated.

Appears in 1 contract

Samples: Collective Agreement

Classifications. 18.1 1. The current Board shall promptly notify the Union of its decision to add new classifications or change existing classifications. If the new classification is a successor title to a classification covered by this Agreement, with their respective pay levels are hereby incorporated into this contract as Appendix I. The existing class specifications for these jobs are considered no substantial change in effect upon duties, the execution new classification shall become a part of this contract. (a) Should Agreement. If the University decide to createproposed new classification contains a significant part of the work now done by any of the classifications in Appendix A.1, eliminate or modify class specifications, it the Board 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 within thirty (30) days in advance of any proposed implementation datefilling the position. At the Union's request ’s request, the University parties will meet within seven (7) working days of such notice to review the classification, and, if unable to reach agreement as to its inclusion or exclusion from the unit, shall submit the question to final and confer with the Union over its proposed action. (b) An employee occupying a position reallocated binding arbitration. With regard to a class with a lower salary range maximum due to a class being createdsuch arbitration, abolished there shall be no transcript or modified will retain the salary filing of their former position until reaching the top written briefs except by mutual agreement of the range parties; the arbitrator shall be required to provide an oral award on the day of the former positionclosing of the hearing, 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. written award within fifteen (c) Within thirty (3015) calendar days following implementation thereafter. 2. All employees will have a right to appeal their salary and lane placement when their job duties are changed either by having added job duties and responsibilities or by performing entirely new duties unrelated to their original job duties or within 60 days after the employee is placed in a new classification. A joint Union Board Committee shall adjudicate all such appeals within sixty (60) days of the University's decision to create or combine classifications, or modify class specifications for bargaining unit positions, appeal. The committee shall be composed of one person appointed by the Union may President and one person appointed by the Chancellor. Any salary increase awarded to the employee shall be retroactive to the date the appeal was filed. No employee shall be allowed to file an appeal more than once in any twelve month period. 3. At the time the parties entered into a supplement to their professional employee collective bargaining agreement to govern terms and conditions of employment for part-time professional employees, the part-time professional employees were not formally classified or graded. The parties agree that they should be classified and graded. The Board represents that it has issued job analysis questionnaires to all part-time employees in the unit and their supervisors. The Board agrees that it will complete this process and develop a part-time professional employee classification system with job titles and job descriptions by January 1, 2005. Before implementing this classification system, the Classification Review Hearing Officer selected under Article 19 of this contract, to determine if Board shall submit the salary assigned system to the classification is appropriate. (d) The Union may, at any time, propose a new classification together with appropriate justificationsupporting documentation for comment. These proposals Part-time classifications 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 included as Appendix A.3 to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positionsthis Agreement.

Appears in 1 contract

Samples: Collective Bargaining Agreement

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 All professional staff, excluding Casual staff, will have a position statement approved by the execution Head of this contractCost Centre. A position statement must include the position dimensions, objective, duties, qualifications and selection criteria and to whom the position holder reports. (a) Should 18.2 All professional staff positions will be classified according to the Professional Employee Classification Descriptors as set out in Schedule E and University decide policy and procedures. 18.3 Positions will be classified at the level which most accurately reflects the work required to createbe performed, eliminate or modify class specifications, it will notify taking into account the Union in advance of implementing the action. Notification will include the bargaining unit status duties and responsibilities of the classification andposition. 18.4 Position statements will be developed or amended by the supervisor, in consultation with the incumbent Employee (where there is an incumbent). Staff in the work area, whose work directly interacts with the position being reviewed, will be notified of proposed changes. 18.5 Where an Employee believes there has been a significant change to their duties and responsibilities and the level of their position has therefore changed, they may apply (with reasons), through their supervisor, for a newly created review of the position description and classification by HRS. The supervisor will provide comment on the application prior to forwarding the application to HRS in a timely manner. 18.6 A position will not usually be considered for re-classification under clause 18.5 within 12 months of its last review, unless a significant workplace change has taken place or modified the incumbent has vacated the position. 18.7 The position classification considered to review will be: a) of the position, not the incumbent Employee; b) based solely on the assessment of the position statement documentation against the Professional Employee Classification Descriptors as set out in Schedule E and University policy and procedures and does not incorporate any assessment of the personal attributes or performance of the occupant of the position; c) undertaken irrespective of the funding source; and d) transparent, with the outcomes documented. 18.8 A change in work performed does not of itself constitute a case for re-classification. Re- classification may be in appropriate where the bargaining unitduties and responsibilities of the position have been affected by ongoing change. Some other changes may be better addressed by a higher duties allowance. Where a set of duties are only for a fixed-term or where the supervisor and Employee agree that the duties are temporary, a proposed salary. Notification higher duties allowance will occur at least thirty (30) days in advance of any proposed implementation date. At be paid for the Union's request the University will meet and confer with the Union over its proposed actionduration as an alternative to re-classification. (b) An employee occupying 18.9 Where there is an incumbent Employee in a position reallocated which is re-classified to a class with a lower salary range maximum due to a class being createdhigher level, abolished or modified the incumbent will retain the salary of their former position until reaching the top position. The effective date of the range of new classification level and remuneration will be the former date on which the position statement and application for review was lodged with HRS. 18.10 Where there is an incumbent Employee in a position, and then the position is re-classified to a lower level, the incumbent will retain the position and their remuneration level, access to increments and general pay rises will be frozen until maintained for 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 duration of their occupancy of the employee will remain unchangedposition. (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.

Appears in 1 contract

Samples: Enterprise Agreement

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