Firefighter Classification. Effective April 1, 1999, the District will implement the classifications of Firefighter I and Firefighter II. The salary schedule for Firefighter I will be Range A001. The salary range for Firefighter II will be Range A012. On April 1, 1999, the classification of Firefighter will cease to exist. All employees hired in the classification of Firefighter on or before March 31, 1999, will be placed in the classification of Firefighter II.

Firefighter Classification. The following is a list of all Firefighter classifications covered by this agreement: a) Probationary Dispatcher b) 3rd Class Dispatcher c) 2nd Class Dispatcher d) 1st Class Dispatcher e) Probationary Firefighter f) Fourth Class Firefighter g) Third Class Firefighter h) Second Class Firefighter i) First Class Firefighter j) Assistant Fire Prevention Officer k) Fire Prevention Officer l) Captain/Training Officer/Chief Fire Prevention Officer Firefighting Division Fire Prevention Division a) Probationary Firefighter a) Assistant Fire Prevention Officer

Firefighter Classification. Effective April 1, 1999, the District will implement the classifications of Firefighter I and Firefighter II. The salary schedule for Firefighter I will

Firefighter Classification. The duration of employee probationary periods for employees in the Firefighter classification shall be sixteen (16) months measured from the date of hire unless extended as provided below. If such a probationary employee is absent from duty on account of sick leave, injury leave, military leave, unpaid leave of absence, maternity/childrearing leave or any other absence from duty, for a combined total of nine (9) or more work shifts, his/her probationary period shall be extended by the time period needed for the probationary employee to work the number of his/her regularly scheduled work shifts equal to the number of work shifts he/she was absent from duty.

Firefighter Classification. All employees shall successfully serve a one (1) year probation period. At the end of that period, the employee will be eligible for promotion to a Third Class Firefighter. A Third Class Firefighter will serve in that position for one (1) year. At the end of that period, the employee will be eligible for promotion to a Second Class Firefighter. A Second Class Firefighter will serve in that position for one (1) year. At the end of that period, the employee will be eligible for promotion to a First Class Firefighter. The Firefighter (employee) will be eligible for each promotion following successful evaluation procedures and performance skill level testing, as established for each level by the Training Division, jointly with the Union and accepted by the Fire Chief. Advancement from one class to the next higher wage rate/class shall be based upon the following; Completion of one year of service and satisfactory job performance evaluations. Advancement from Probationary Firefighter to 3rd Class Firefighter shall also be based upon successful completion of the mutually agreed upon “Probationary Book”, and any probationary training or test developed by the Labor Management Committee. Testing for probation shall be completed prior to the employee’s anniversary date of their first year of employment. Successful employees shall be promoted on their anniversary date. This shall apply to all new hires after January 1, 2010.

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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.
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.
Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.
Work in a Higher Classification Any employee who is assigned by his/her supervisor to a vacant position in a higher grade for a period of more than thirty (30) days shall receive the salary rate for the higher position from the first day of the appointment, provided such assignment has the prior approval in writing of the Appointing Authority or his/her designee. The approval of the Appointing Authority or his/her designee shall take effect as of the first day of the assignment. Any assignment to a vacant position in a higher grade must be in writing to be valid.
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.
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.
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).

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