Employee Initiated Union Job Evaluation Sample Clauses

Employee Initiated Union Job Evaluation. An employee, having occupied position for a minimum of six (6) months since the date of last review, who feels there has been a material change in the duties or responsibilitiesof position calling for a re-evaluationthereof, shall contact Xxxxxxx or a member of the Union Executive and obtain a The employee shall discuss the with manager and after submitting the to the manager, shall forward a copy to Human Resource Services and Union members of the ARTICLE JOINT JOB EVALUATION COMMITTEE (continued) b Evaluation Procedures (continued)
Sample 1
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Employee Initiated Union Job Evaluation. An employee, having occupied his position for a minimum of six (6) months since the date of last review, who feels there has been a material change in the duties or responsibilities of his position calling for a re-evaluation thereof, shall contact his Xxxxxxx or a member of the Union Executive and obtain a The employee and his manager shall complete the and shall forward it to the Union members of the If the Union members of the agree that the job should be reviewed, a copy of the shall be forwarded to the Corporation members of the Within sixty (60) calendar days after receipt of the by the Corporation, the shall meet to review and/or evaluate the Salary increases from the evaluation shall be made t effective to the date that e Corporation members of the were in receipt of the If no agreement is reached on the evaluation of the the Union may submit a grievance in accordance with Article of Job Evaluation Results with Schedule The position titles of the evaluated shall be added to the appropriate salary level in Schedule ARTICLE JOINT JOB EVALUATION COMMITTEE (continued)
Sample 1
Employee Initiated Union Job Evaluation. An employee, having occupied his position for a of six (6) months since the date of last review, who feels there has been a material change the duties or responsibilities of his position calling for a re-evaluation thereof, shall contact his Xxxxxxx or a member of the Union Executive and obtain a Job Evaluation Request Form and copy of his present job description. The employee shall complete the Job Evaluation Request Form and shall forward it along with the copy of his existing job description to the Union members of the Evaluation Committee. The Union members of the Evaluation Committee shall meet with the employee who shall then complete a Job Form. If the Union members of the Evaluation Committee agree that the job should be reviewed, copy of the Job Analysis shall be forwarded to the Corporation members of the Evaluation Committee. If a new job description is prepared, incumbent be given opportunity to review and on the same. ARTICLE EVALUATION COMMITTEE (Continued)
Sample 1
Employee Initiated Union Job Evaluation. (a) An employee, having occupied position for a minimum of six (6) months since the date of last review, who feels there has been a material change in the duties or responsibilities of position calling for a re- evaluation thereof, shall contact Xxxxxxx or a member of the Union Executive and obtain a The employee and manager shall complete the and shall forward it to the Union members of the If the Union members of the agree that the job should be reviewed, a copy of the shall be forwarded to the Corporation members of the Within sixty (60) calendar days after receipt of the by the Corporation, the shall meet to review and/or evaluate the
Sample 1

Related to Employee Initiated Union Job Evaluation

  • EMPLOYEE EVALUATION 14.1 The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the immediate supervisor who shall not be a member of the bargaining unit.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • Job Evaluation Plan (a) The Employer agrees that no job evaluation plan pertaining to positions covered by this Agreement will be introduced without the mutual agreement of the Parties.

  • LABOUR MANAGEMENT BARGAINING RELATIONS 9.1 No employee or group of employees shall undertake to represent the Association at meetings with the Employer without the authority of the President or the General Secretary acting on behalf of the Association.

  • Bargaining Unit Information The Employer agrees to provide the Union such information relating to Employees in the bargaining unit as may be required by the Union for the purpose of collective bargaining.

  • Multi-Year Planning The CAPS will be in a form acceptable to the LHIN and may be required to incorporate (1) prudent multi-year financial forecasts; (2) plans for the achievement of performance targets; and (3) realistic risk management strategies. It will be aligned with the LHIN’s then current Integrated Health Service Plan and will reflect local LHIN priorities and initiatives. If the LHIN has provided multi-year planning targets for the HSP, the CAPS will reflect the planning targets.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with college/district policies and available resources.

  • Employer Union Relations 7.1 Representation at Meetings with the Employer No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. To implement this, the Union shall supply the Employer with the names of its officers and, similarly, the Employer shall supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

  • Menu of Labour Adjustment Strategies Where a work force reduction is necessary, the following labour adjustment strategies will be considered, as applicable.

  • Career Ladder Effective July 1, 2014, TALC and the District agreed to the 11 implementation of a Career Ladder for the advancement of instructional staff on the 12 Performance Salary Schedule. Elements of the Career Ladder are outlined and posted on 13 the District website and include detailed descriptions of Career Ladder levels and the 14 requirements for movement. All instructional staff hired on or after January 8, 2018 will 15 be placed on the Apprentice level of the Career Ladder.

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