Creation of New Job Classifications. If a new job classification is created, the Company will establish a rate for such classification and, if requested by the Union, shall after no more than 120 working days of job experience, negotiate with the Union for a permanent rate for such classification. Such negotiated rate will be retroactive to the date that the job was established. If the negotiation of such rate reaches an impasse, there shall be no arbitration of such wage rate and the parties shall continue to honor the provisions of Article XII -
Creation of New Job Classifications. If, during the life of this Agreement, a new job classification is created or significant change in an existing job classification is made, the Employer shall establish the job duties and the rate range applicable thereto and shall promptly notify the Association of its decision. If the Association believes the rate range thus set is inadequate in terms of established rate ranges for other job classifications covered by this Agreement, the Association shall have the right, within thirty (30) calendar days after it has been so notified, to initiate negotiations with regard to the rate range assigned to the job classification. If negotiations have not been initiated during said thirty (30) calendar day period, the rate range so assigned shall become permanent. If a mutually satisfactory solution is not reached within thirty (30) calendar days after the Association served notice on the Employer of its wish to negotiate regarding the new rate, the issue may be referred to the grievance procedure starting at the Second Step thereof. If, in the above procedure, a different rate of pay is arrived at, the different rate shall become effective retroactively to the date the job classification was created.
Creation of New Job Classifications. If a new job classification is created, or a current classification is significantly modified, the Company may establish an initial or new rate for such classification and, if requested by the Union, shall after no more than ninety (90) working days of job experience, negotiate with the Union for a permanent rate for such classification. Such negotiated rate will be retroactive to the date that the job was established. If the negotiation of such rate reaches an impasse and the parties are not able to reach a mutual agreement, the matter shall be immediately submitted for mediation by the Federal Mediation and Conciliation Service (FMCS) or another alternative dispute resolution process that may be agreed to by the parties. If this process does not resolve the issue, the rate discussion will be deferred to the next regular negotiation of the Labor Agreement. Note: To provide for greater flexibility in the workforce, the term “job classification” often encompasses a wide variety of different “jobs”. Such jobs may require significantly different skills, abilities and job requirements even though they are placed within the same job classification at the same rate of pay. This section does not apply to a newly created job that, in the Company’s opinion, falls within the scope and is to be included in an established job classification. If the Company adds a new job classification or adds a new position to a current, existing classification, the Company will inform the Union of such addition(s). If requested by the Union, the Company will agree to discuss any additional classification(s) or positions(s) prior to establishment of the classification(s) or position(s).
Creation of New Job Classifications. 12.01 Should the Employers decide to create any new job classification(s) during the term of this Agreement, the Employers will set the rate of pay for such classification(s) following consultation with the Union. Should the wage rate set by the Employers not be agreeable to the Union, the Union may file a grievance in accordance with Article 8 and submit the matter to arbitration in accordance with Article 9.
Creation of New Job Classifications. A. If at any time either the City or the Union feels that a new job classification should be written or the grades for a particular job classification is incorrect or inappropriate, the City and the Union shall negotiate any such changes.
B. The City and the Union will jointly work to create and complete all job classifications and work performance standards covered by this agreement, and all current job classifications will be updated to current standards. Employees will provide proposed job classifications to the City and the Union.
Creation of New Job Classifications. The Parties agree that if this Article is applied and there is a disagreement between the Parties regarding the wage rate of the new job, Xx Xxxxx and Xxxxxxxxx Xxxxxx will meet to resolve the disagreement. SIGNED ON BEHALF OF: Xx Xxxxx Xxxxx Xxxxxx Xxxxx Xxxxxxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxx (hereinafter called “the Company”) (hereinafter called “the Union”) This letter will confirm the commitment made at bargaining to ensure that an equitable system of distributing sales made by management personnel is instituted in the Kamloops Store. The Parties agree to meet and resolve any problem associated with management making sales in commission areas. Xx Xxxxx Xxxxx Xxxxxx Xxxxx Xxxxxxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxx (hereinafter called “the Company”) (hereinafter called “the Union”)
Creation of New Job Classifications. A - If the Company creates a new job classification, the Company will establish a rate for such job classification and, if requested by the Union, shall after no more than 120 days of job experience, negotiate with the Union a permanent rate for such job classification. Such negotiated rate will be retroactive to the date that the job was established.
B - If the negotiation of such rate reaches an impasse there shall be no arbitration of such wage rate. In the event of such impasse, the rate negotiation will be deferred to the next regular negotiation of the contract and the provision of retroactivity shall be as provided in this Section. C – If the Company creates a new job classification, the Company will notify the Union prior to implementation. The parties agree to meet to discuss the new classification and bring forward any questions and/or concerns they may have. This meeting will take place as soon as reasonably possible. The full time Union Representative and/or Negotiator, along with the Shop Stewards will all be invited to attend said meeting.
Creation of New Job Classifications. 11.1 In the event new job classifications, professional and nonprofessional, within the bargaining unit are created by the Employer, the Employer will notify the Union two (2) weeks in advance and will meet with the Union to negotiate wage rates for the new classifications, if requested. In the event that the parties cannot agree on new classifications or wage rates, the Union may pursue the matter through the grievance and arbitration procedure.
11.2 Present employees shall be given first opportunity to qualify for the new job classifications established within the bargaining unit before any persons outside the bargaining unit are hired to fill these jobs.
11.3 In the event job classifications within the bargaining unit are abolished, every reasonable effort will be made to place affected employees in other classifications within the bargaining unit.
11.4 The Employer will not establish job titles for the mere purpose of excluding from the bargaining unit employees who would otherwise be included in the bargaining unit, it being understood and agreed however, that this provision shall not limit the Employer in the right to promote employees from the bargaining unit to existing or future job classifications outside the bargaining unit. Upon such promotion, the employees will cease to be covered by the terms of this Agreement.
Creation of New Job Classifications. If a new job classification is created, the Company will establish a rate for such classification and insert it into the line of progression and, if requested by the Union, shall after no more than 90 days of job experience, negotiate with the Union a permanent rate for such classification. Such negotiated rate will be retroactive to the date that the job was established. If the negotiation of such rate reaches an impasse, there shall be no arbitration of such wage rate and the parties shall continue to honor the provisions of Article XI - No Strikes or Lockouts. In the event of such impasse, the rate negotiation will be deferred to the next regular negotiation of the contract or wage reopener, as the case may be, and the provision of retroactivity shall be as provided in this Section. Newly-created jobs will be filled under the provisions of Section 5.08 – Promotions and Progression. Section 3.06 Leadperson Leadperson positions may be filled at the Company’s discretion. Leadpersons may be used to replace regular supervisors who are temporarily absent, or they may be used to perform lead duties in any area. Leadpersons may be required to perform regular duties in addition to their lead duties. Leadperson positions may run for indefinite periods of time and may be filled or vacated at the Company’s discretion. Leadperson may be used to train and to assist in the development of training programs. The rate of pay of Leadperson will be $1.00 above the employee’s classified rate for the job being performed at the time.
Creation of New Job Classifications. A - If the Company creates a new job classification, the Company will establish a rate for such job classification and, if requested by the Union, shall after no more than 120 days of job experience, negotiate with the Union a permanent rate for such job classification. Such negotiated rate will be retroactive to the date that the job was established.
B - If the negotiation of such rate reaches an impasse there shall be no arbitration of such wage rate. In the event of such impasse, the rate negotiation will be deferred to the next regular negotiation of the contract and the provision of retroactivity shall be as provided in this Section.
