Common use of JOB CLASSIFICATION AND RECLASSIFICATION Clause in Contracts

JOB CLASSIFICATION AND RECLASSIFICATION. 22.01 There shall be a Job Classification and Reclassification Committee which will meet on a monthly basis, consisting of two (2) representatives of the Bargaining Unit, appointed by the Bargaining Unit, and two (2) representatives of the University, appointed by the University. Notwithstanding the above noted requirement for a four- person committee (i.e. two (2) members appointed by each Party), the Parties may mutually agree to a different but equal number of representatives. Depending on availability, the Committee may choose not to meet in the summer months. 22.02 Unless otherwise mutually agreed by the Parties, the Job Evaluation Plan in place at the time of the Bargaining Unit’s certification shall be used by the committee in the classification of positions created and the reclassification of positions that have changed. 22.03 If the University creates a new position, or changes an existing position, the University shall: a. Establish the job group using the Job Evaluation Plan. b. Provide the Bargaining Unit with the new or revised job description. c. Advise the Bargaining Unit of the assigned job group. d. Call a meeting of the Job Classification and Reclassification Committee to review the job description and determine if a change to the job group is required. The Committee shall be called to meet within six (6) months of the position being created or changed. a. If the Job Classification and Reclassification Committee is unable to agree on the evaluation of a position, or if the member holding the position has reasonable grounds to disagree with the evaluation of the position, the position will be submitted to the Job Classification and Reclassification Appeals Committee. b. The Appeals Committee shall consist of two (2) representatives of the Bargaining Unit, appointed by the Bargaining Unit, and two (2) representatives of the University, appointed by the University. Each party shall ensure that at least one (1) of its representatives appointed to the Appeals Committee was not part of the original Job Classification and Reclassification Committee. The member and the member’s supervisor are required to participate in the meeting to provide clarification. The findings of the Appeals Committee shall be final and binding with respect to the evaluation of the position in question. c. In the event that the Appeals Committee is unable to reach consensus on the job group for a new or revised position, either party may file a Stage 2 grievance with respect to the outstanding issues. 22.05 The University shall provide each member with a copy of the most recent job description for the position they hold, upon request. 22.06 A member holding a new position that is evaluated, by the committee, shall be paid the appropriate rate for the job group retroactive to the first day they were assigned to the position. 22.07 Any re-evaluation of an existing position currently held by a member of the Bargaining Unit shall be retroactive to the date the revised job description was received in Human Resources. Retroactivity shall include any changes in salary. 22.08 When a job description is submitted for re-evaluation and/or re- classification, it will be placed in the queue to be evaluated at an upcoming meeting of the Job Classification and Reclassification Committee. The decision of the committee shall be provided in writing to the member, member’s supervisor and the Bargaining Unit President within ten (10) working days of the decision. 22.09 New Bargaining Unit Presidents shall receive, and complete, the job classification training within the first year of taking office. 22.10 The parties acknowledge that job descriptions should be reviewed from time to time to determine whether they need to be updated. The parties shall endeavour to ensure that job descriptions are current within five (5) years.

JOB CLASSIFICATION AND RECLASSIFICATION. 22.01 There shall be 23.01 Where the Employer establishes a Job Classification and Reclassification Committee which will meet on a monthly basis, consisting of two (2) representatives of the Bargaining Unit, appointed by the Bargaining Unit, and two (2) representatives of the University, appointed by the University. Notwithstanding the above noted requirement for a four- person committee (i.e. two (2) members appointed by each Party)new classification, the Parties may mutually agree to a different but equal number of representatives. Depending on availability, the Committee may choose not to meet in the summer months. 22.02 Unless otherwise mutually agreed by the Parties, the Job Evaluation Plan in place at the time of the Bargaining Unit’s certification shall be used by the committee in the classification of positions created and the reclassification of positions that have changed. 22.03 If the University creates a new position, or changes an existing position, the University shall: a. Establish the job group using the Job Evaluation Plan. b. Provide the Bargaining Unit with the new or revised job description. c. Advise the Bargaining Unit of the assigned job group. d. Call a meeting of the Job Classification and Reclassification Committee to review the job description and determine if a change to the job group is required. The Committee shall be called to meet within six (6) months of the position being created or changed. a. If the Job Classification and Reclassification Committee is unable to agree on the evaluation of a position, or if the member holding the position has reasonable grounds to disagree with the evaluation of the position, the position Union will be submitted to the Job Classification and Reclassification Appeals Committee. b. The Appeals Committee shall consist of two (2) representatives of the Bargaining Unit, appointed by the Bargaining Unit, and two (2) representatives of the University, appointed by the University. Each party shall ensure that at least one (1) of its representatives appointed to the Appeals Committee was not part of the original Job Classification and Reclassification Committee. The member and the member’s supervisor are required to participate in the meeting to provide clarification. The findings of the Appeals Committee shall be final and binding with respect to the evaluation of the position in question. c. In the event that the Appeals Committee is unable to reach consensus on the job group for a new or revised position, either party may file a Stage 2 grievance with respect to the outstanding issues. 22.05 The University shall provide each member provided with a copy of the most recent job description and the proposed rate of pay. If the Union does not agree with the proposed rate of pay, it shall be referred to the Classification Review Committee. 23.02 Classifications shall not be eliminated without the union receiving at least ninety (90) days’ notice. 23.03 When the duties in any classification are significantly changed such that either party believes the position has become incorrectly classified, the rate of pay shall be subject to negotiations between the Employer and the Union. Such process shall be commenced by way of a written letter of dispute submitted to the Director of Human Resources or Local Union President outlining the significant change to the duties. The Employer and Union agree that any disputes concerning standardized provincial classifications shall be referred to the Classification Review Committee. 23.04 While recognizing the right of each individual Employer to determine and establish classification(s) within its own Region/CSAP, the Employer also recognizes the value of maintaining the standardized provincial classifications and wage rates. (a) The Classification Review Committee will consist of a maximum of one CUPE employee and a maximum of one management employee from each Region/CSAP as well as a spokesperson for CUPE and an Education and Early Childhood Development spokesperson for the position they hold, upon requestEmployers. 22.06 A member holding (b) When a new position that classification is evaluatedreferred to the committee the Employer shall provide the job description and wage rate (as implemented within the Region/CSAP to the members of the Classification Committee a minimum of fourteen (14) calendar days in advance of the meeting. (c) When there are one or more classifications to be considered, by the committeeClassification Review Committee will meet with the purpose of reviewing and, shall be paid where possible, determining the appropriate wage rate for the job group retroactive classification(s) as presented. (d) Such review and determination, where possible, is limited to considering (i) required duties; (ii) standardized title; and (iii) the appropriate wage rate (e) nothing herein prevents the Employer from implementing a new or significantly changed classification anytime in advance of the meeting in accordance with the provisions of their applicable collective agreement. (f) Should the Classification Review Committee reach consensus on a different wage rate: (i) For existing classifications, if the wage rate is more than the implemented wage rate, it shall be retroactively applied to the date of the written letter of dispute submitted to the Director of Human Resources or the Local Union President; (ii) For a new classification, if the wage rate is more than the implemented wage rate, it shall be retroactively applied to the date of implementation of the new classification. (iii) For both existing and new classifications, if the wage rate is less than the implemented wage rate it shall be implemented effective the first day they were assigned to the position. 22.07 Any re-evaluation of an existing position currently held by a member of the Bargaining Unit shall be retroactive to next pay period following the date Classification Review Committee decision or the revised job description was received in Human Resources. Retroactivity shall include any changes in salary. 22.08 When a job description is submitted for re-evaluation and/or re- classification, it will be placed in the queue to be evaluated at an upcoming meeting of the Job Classification and Reclassification Committee. The decision of the committee shall arbitrator. (g) Should the Classification Review Committee not reach consensus on a wage rate, it may be provided referred to arbitration for final determination by a mutually agreed upon arbitrator. Prior to any arbitration, the parties may participate in writing mediation through the Department of Labour, Skills and Immigration. Following each meeting, if there is more than one referral pursuant to (g), then those matters may be referred to the member, member’s supervisor and same Mediator/Arbitrator at the Bargaining Unit President within ten (10) working days of the decision. 22.09 New Bargaining Unit Presidents shall receive, and complete, the job classification training within the first year of taking office. 22.10 The parties acknowledge that job descriptions should be reviewed from time to time to determine whether they need to be updatedsame hearing. The parties shall endeavour to ensure that job descriptions are current within five (5) yearsarbitration costs will be shared equally between the parties.

JOB CLASSIFICATION AND RECLASSIFICATION. 22.01 There shall be a Job Classification and Reclassification Committee which will meet on a monthly basis, consisting of two (2) representatives of the Bargaining Unit, appointed by the Bargaining Unit, and two (2) representatives of the University, appointed by the University. Notwithstanding the above noted requirement for a four- person committee (i.e. two (2) members appointed by each Party), the Parties may mutually agree to a different but equal number of representatives. Depending on availability, the Committee may choose not to meet in the summer months. 22.02 Unless otherwise mutually agreed by the Parties, the Job Evaluation Plan in place at the time of the Bargaining Unit’s certification shall be used by the committee in the classification of positions created and the reclassification of positions that have changed. 22.03 If the University creates a new position, or changes an existing position, the University shall: a. Establish the job group using the Job Evaluation Plan. b. Provide the Bargaining Unit with the new or revised job description. c. Advise the Bargaining Unit of the assigned job group. d. Call a meeting of the Job Classification and Reclassification Committee to review the job description and determine if a change to the job group is required. The Committee shall be called to meet within six (6) months of the position being created or changed. a. If the Job Classification and Reclassification Committee is unable to agree on the evaluation of a position, or if it will be submitted to the Job Classification and Reclassification Appeals Committee. If the member holding the position has reasonable grounds to disagree with the evaluation evaluation, they must initiate the appeal within fifteen (15) working days from notification of the position, results of the position evaluation. The appeal will be submitted to the Job Classification and Reclassification Appeals Committee. b. The Appeals Committee shall consist of two (2) representatives of the Bargaining Unit, appointed by the Bargaining Unit, and two (2) representatives of the University, appointed by the University. Each party shall ensure that at least one (1) of its representatives appointed to the Appeals Committee was not part of the original Job Classification and Reclassification Committee. The Parties will make all reasonable effort to schedule the Appeals Committee meeting within 30 working days of either the committee impasse or employee notice of appeal noted in a. The member and the member’s supervisor are required to participate in the meeting to provide clarification. The findings of the Appeals Committee shall be final and binding with respect to the evaluation of the position in question. c. In the event that the Appeals Committee is unable to reach consensus on the job group for a new or revised position, either party may file a Stage 2 grievance with respect to the outstanding issues. 22.05 The University shall provide each member with a copy of the most recent job description for the position they hold, upon request. 22.06 A member holding a new position that is evaluated, by the committee, shall be paid the appropriate rate for the job group retroactive to the first day they were assigned to the position. 22.07 Any re-evaluation of an existing position currently held by a member of the Bargaining Unit shall be retroactive to the date the revised job description was received in Human Resources. Retroactivity shall include any changes in salary. 22.08 When a job description is submitted for re-evaluation and/or re- classification, it will be placed in the queue to be evaluated at an upcoming meeting of the Job Classification and Reclassification Committee. The decision of the committee shall be provided in writing to the member, member’s supervisor and the Bargaining Unit President within ten (10) working days of the decision. 22.09 New Bargaining Unit Presidents shall receive, and complete, the job classification training within the first year of taking office. 22.10 The parties acknowledge that job descriptions should be reviewed from time to time to determine whether they need to be updated. The parties shall endeavour to ensure that job descriptions are current within five (5) years.

JOB CLASSIFICATION AND RECLASSIFICATION. 22.01 There shall be a 24.01 Job Classification Evaluation/Pay Equity Maintenance Agreement (a) The Board and Reclassification Committee which the Union will meet on a monthly basis, consisting of appoint two (2) representatives and an alternate each to represent them on the Job Evaluation Maintenance Committee (JEMC). The cost of the Bargaining Unit, appointed JEMC shall be shared by the Bargaining Unit, and parties as follows: The Board shall pay the cost of up to twelve (12) days total per school year for the Union’s two (2) representatives of the University, appointed by the University. Notwithstanding the above noted requirement for a four- person committee (i.e. two (2) members appointed by each Party), the Parties may mutually agree to a different but equal number of representatives. Depending on availability, the Committee may choose not to meet or alternate in the summer months. 22.02 Unless otherwise mutually agreed by the Parties, the Job Evaluation Plan in place at the time absence of the Bargaining Unit’s certification shall be used by the committee in the classification of positions created and the reclassification of positions that have changed. 22.03 If the University creates a new position, or changes an existing position, the University shall: a. Establish the job group using the Job Evaluation Plan. b. Provide the Bargaining Unit with the new or revised job description. c. Advise the Bargaining Unit of the assigned job group. d. Call a meeting of the Job Classification and Reclassification Committee to review the job description and determine if a change to the job group is required. The Committee shall be called to meet within six (6) months of the position being created or changed. a. If the Job Classification and Reclassification Committee is unable to agree on the evaluation of a position, or if the member holding the position has reasonable grounds to disagree with the evaluation of the position, the position will be submitted to the Job Classification and Reclassification Appeals Committee. b. The Appeals Committee shall consist of two (2) representatives of the Bargaining Unit, appointed by the Bargaining Unit, and two (2) representatives of the University, appointed by the University. Each party shall ensure that at least one (1) of its representatives appointed to the Appeals Committee was not part representatives. The Union shall pay the cost of any time in excess of the original Job Classification and Reclassification Committeetwelve (12) days per school year. The member and the member’s supervisor are required to participate in the meeting to provide clarificationJEMC shall meet three (3) times annually or as necessary. The findings Decisions of the Appeals Committee shall JEMC will be final by consensus. (b) The parties recognize the importance of maintaining accurate job descriptions and binding with respect to job ratings on an ongoing basis. It is the evaluation intention of the position in question. c. In the event parties that the Appeals Committee is unable to reach consensus on the job group for a new or revised position, either party may file a Stage 2 grievance with respect to the outstanding issues. 22.05 The University shall provide each member with a copy of the most recent job description for the position they hold, upon request. 22.06 A member holding a new position that is evaluated, by the committee, shall be paid the appropriate rate for the job group retroactive to the first day they were assigned to the position. 22.07 Any re-evaluation of an existing position currently held by a member of the Bargaining Unit shall be retroactive to the date the revised job description was received in Human Resources. Retroactivity shall include any changes in salary. 22.08 When a job description is submitted for re-evaluation and/or re- classification, it will be placed in the queue to be evaluated at an upcoming meeting of the Job Classification and Reclassification Committee. The decision of the committee shall be provided in writing to the member, member’s supervisor and the Bargaining Unit President within ten (10) working days of the decision. 22.09 New Bargaining Unit Presidents shall receive, and complete, the job classification training within the first year of taking office. 22.10 The parties acknowledge that job descriptions should all jobs be reviewed from time to time to determine whether they need to be updated. The parties shall endeavour to ensure that job descriptions are current within once every five (5) years. (c) No job will be reviewed more than once in a twelve-month period unless there is a significant change in the duties and responsibilities. (d) Whenever the Board changes the duties and responsibilities of a job or whenever the incumbent(s), non-union supervisor, the Board or the Union feel the duties and responsibilities of the job have changed or that the job description does not accurately reflect the duties and responsibilities of the job, they may request a job evaluation review by completing and submitting a Job Evaluation Request for Review Form to the JEMC (copies will be provided to the Union and the Board). (e) The Head Custodian (Terrace) positions will continue to receive their premium as established by Schedule “B” (first paragraph) and Article 23.05 of the collective agreement during pay equity implementation provided that at no time will any Head Custodian receive more than the pay equity target rate. When pay equity is achieved, the first paragraph of Schedule “B” and Article 23.05 will be deleted from the collective agreement. (f) All pay equity funding and adjustments provided by the government shall be reduced by all wage sensitive benefit costs (CPP, EI, Superannuation, WCB, Group Life) prior to distribution to employees in accordance with (b). (g) The parties agree that all pay equity wage adjustments shall be made on a pro rata basis. The effect of this will be to provide all employees entitled to a pay equity wage adjustment with a wage adjustment equal to the same percentage of the difference between the target rate and the current rate. The current rate shall be the collective agreement rate plus any pay equity wage adjustments already made.