Dual Classification Sample Clauses

Dual Classification. ‌ To minimize lay-off(s) and or reduction(s) in hours, full- time reduced employees in the Meat Cutter classification shall be given first consideration for available hours in the Meat and Deli Clerk classification, at the Meat and Deli Clerk rate of pay over new employees hired after the date on which the Meat Cutter has advised the Employer in writing that they wish to work such hours. Available hours shall only be in the employees permanent store, or Float Staff. This request must be submitted to the Employer on the date an employee is given lay-off or reduction notice. If more than one (1) employee is reduced or laid-off seniority shall prevail for the scheduling of available hours. Where a disagreement arises regarding this clause and results in a grievance, the parties will have two (2) weeks (from date the matter is brought to the attention of the Employer) to correct any errors in scheduling before a claim for lost wages can be filed. Those employees working a combination of Meat Cutter and Meat/Deli/Fish Clerk hours shall be entitled to accumulate Sick Leave Benefits in accordance with Article 8.01.
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Dual Classification. Employees regularly scheduled to work in positions in more than one (1) classification shall accrue seniority in the classification in which the employee is regularly scheduled to work the majority of hours.
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Dual Classification. In the case of an employee working in a dual capacity he or she shall be paid the rate that is highest for the class of work performed on any one shift. Tradespersons working in Maintenance A with two recognized trade certifications or more covered by the Collective Bargaining Agreement will receive an additional fifty cents per hour ($0.50/hour) in addition to the regular trade rate.
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Dual Classification. In the case of an employee working in a dual capacity, he/she shall be paid at the rate applicable to the work performed. It is understood, however, that an employee temporarily leaving his/her own classification of work to one carrying a lower rate shall be paid his/her regular rate.
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Dual Classification. Bus drivers who don’t have a conflicting regular assignment in another classification have the right to give up regular route time to drive extracurricular trips. Employees will not be allowed to sign up for extra trips which would conflict with any other regular job position(s) they hold in the district, except in special situations with the permission of the immediate supervisor of the classification affected by the trip in advance.
Sample 1
Dual Classification. Employees in the Bus Driver and Paraprofessional classification may also work in other positions within the District. These other positions may be in other assignments outside the Association which are not covered by this Agreement. Bus Drivers in these dual assignments will drive their regularly assigned AM and PM routes and will then work their scheduled hours in their other assignment. Where an employee has dual assignments in classifications in this bargaining unit, he/she will be eligible to receive holidays, vacations, weather days and insurance premium contributions as if he/she were a full-time employee, for the months that the dual assignment is performed, subject to the other eligibility conditions within this Agreement for entitlement to the above benefits. Employees with dual assignments in classifications in this bargaining unit shall have seniority in each classification as of their date of entry into that classification. All seniority under this Agreement shall be by classification. Seniority may be exercised only in the classification in which it is accumulated. There shall be no seniority among probationary employees. Seniority in classification shall be as of the date of entry into that classification, except for a probationary employee, in which case seniority shall be credited retroactively to the employee's first day of work upon completion of the probationary period, as specified in Article 5 of this Agreement. Seniority for those employees who acceded to the Association in 2007 under the paraprofessional classification will be determined by their original hire date for placement on the seniority list. All others entering this bargaining unit after ratification of the 2007 collective bargaining agreement will accrue seniority by date of entry into the classification. Movement from one classification to another shall not terminate seniority that the employee has previously accumulated in the other seniority classification under this Agreement, provided there has not been a break in continuous employment. However, seniority shall not continue to accrue in the former classification.
Sample 1
Dual Classification. In the case where an employee works in a dual capacity, the rate applicable to the work performed will be paid unless it is lower than the employee’s normal rate. The higher rate will be paid for a minimum of two (2) hours in any work day.
Sample 1
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Dual Classification. ‌ To minimize lay-off(s) and/or reduction(s) in hours, full- time reduced employees in the Meat Cutter classification shall be given first consideration for available hours in the Meat/Deli classification at the Meat/Deli Clerk rate of pay over new employees hired after the date on which the Meat Cutter has advised the Employer in writing that they wish to work such hours. Available hours shall only be in the employee's permanent store. This request must be submitted to the Employer on the date an employee is given lay-off or reduction notice. If more than one employee is reduced or laid off, seniority shall prevail for the scheduling of available hours.
Sample 1

Related to Dual Classification

  • 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.

  • 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.

  • Tax Classification The Series shall elect to be treated as an association taxable as a corporation under Treasury Regulations Section 301.7701-3 with effect for each taxable period of its existence. The Series and each Member shall file all tax returns and shall otherwise take all tax and financial reporting positions in a manner consistent with such treatment. No election will be filed with the Internal Revenue Service (or the tax authorities of any State) to have the Series taxable other than as an association taxable as a corporation for income tax purposes.

  • 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.

  • 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 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.

  • EMPLOYEE CLASSIFICATIONS Section 1. Definition and Use

  • Classification For the purposes of Rules 43.3(a) and 70.5(b), the Authority shall indicate the classification of the subject matter according to the International Patent Classification. The Authority may, in addition, in accordance with Rules 43.3 and 70.5, indicate the classification of the subject matter according to any other patent classification specified in Annex E to this Agreement to the extent decided by it as set out in that Annex.

  • WAGES AND CLASSIFICATIONS 42.01 The classification and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, be as set out in Schedule "D" attached hereto. 42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Chief Human Resources Officer to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salary. (a) If a new job is established by the Employer, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay resulting from such a review shall be retroactive to the start date(s) of the employee(s) in the new position. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re-reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. (b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the request. It is understood that the cumulative effect of small changes may result in change “in a substantive manner”. Any increase in rate of pay resulting from such a review shall be retroactive to the date that the request was made which resulted in a re- classification. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay under a changed job as referred to above, the procedure set out in Article 42.04 shall apply with the appropriate changes. No job will be reviewed under section (b) more than once every twelve

  • Changes in Classification The regular wage rate of the employee in effect on July 1 and January 1 will determine his entitlement to Group Life and Accidental Death and Dismemberment coverages as outlined in the schedule contained in Exhibit “B”. Where an employee’s regular duties consist of more than one job, his regular rate shall be deemed to be the average of the rates applicable to such jobs.

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