Job Classification & Job Duties Sample Clauses

Job Classification & Job Duties a) It is understood that the job descriptions currently in place will apply until new job descriptions are agreed to under the Job Classification and Job Duties process. b) The Job Evaluation Process, as defined in Letter of Understanding #1 is to be completed and will be incorporated into this Agreement as Appendix "D” and its provisions shall apply as if set forth in full herein. c) Each employee's job shall be described and classified and appropriately slotted into Appendix “D” - Salary Scales. d) If an existing classification is submitted by the Union to the Joint Job Classification and Job Duties Committee and is found to be at a lower wage grade, then the affected employee will maintain her previous rate as an "out-of-line differential". e) An employee who is carrying an out-of-line differential shall receive 80% of all future wage increases unless otherwise mutually agreed upon. The 20% reduction will be applied to reduce the differential until the differential disappears. f) If the employee's new salary resulting from the Job Classification and Job Duties process is greater than the salary for the job, the amount by which such employee's new salary is greater than the salary provided shall become such employee's new out-of-line differential (which shall replace the former out-of-line differential) and shall apply in accordance with the provisions of this Agreement. g) If the employee's new salary resulting from the Job Classification and Job Duties process is equal to or less than the salary for the job, the salary of such employee shall be adjusted to conform to the new salary for the job and the former out-of-line differential shall be terminated. h) The Employer shall furnish the Union with a list agreed to by both parties of employees who are to be paid out-of-line differentials. Such list shall contain the following information: i) name of incumbent to whom such out-of-line differential is to be paid; ii) job classification of such job; iii) amount of out-of-line differential; iv) date such out-of-line differential became effective. i) Employees currently receiving an out-of-line differential will continue to do so until their classification changes through the appropriate provisions of this Collective Agreement. j) If an employee with an out-of-line differential is transferred or assigned to a job having a higher salary, then the differential shall be reduced by the amount of the increase in salary. k) If, as a result of layoff and the exerci...

Job Classification & Job Duties a) It is understood that the job descriptions currently in place will apply until new job descriptions are agreed to under the Job Classification and Job Duties process. b) All jobs will be evaluated using the Kootenay Savings Job Evaluation Plan, as described in the Job Evaluation Plan Manual. The Plan and Manual shall form part of this Collective Agreement, and may be amended from time to time by the joint Job Evaluation Maintenance Committee. The Joint Job Evaluation Maintenance Committee will consist of two Union representatives and two Employer representatives, and one alternate representative for the Union and one alternate representative for the Employer. The Committee will be chaired by an Employer representative. The Committee’s primary role will be to review the Employer’s evaluation of all bargaining unit positions, in accordance with the guidelines set out in the Job Evaluation Manual. Any dispute which arises as a result of Committee failure to agree in the job evaluation review process will be adjudicated by a mutually agreed third party referee, in accordance with the guidelines set out in the Job Evaluation Manual.