JOB CLASSIFICATIONS AND PROMOTION PROCESS Sample Clauses

JOB CLASSIFICATIONS AND PROMOTION PROCESS. Section 1: Definition of "Designated Job Classification" - The job classification to which an employee is assigned at the time of initial employment shall be the employee's “designated job classification" and shall so remain. Should an employee move to another designated job classification in accordance with the procedures set forth in this Agreement, that job classification shall become the employee's designated job classification.
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JOB CLASSIFICATIONS AND PROMOTION PROCESS. 9 Section 1: Definition of “Designated Job Classification” 9 Section 2: Order of Filling Vacancies 10 Section 3: Posting and Bidding 10 Section 4: Restrictions on Bidding. 10 Section 5: Qualifications/Testing 10 Section 6: Selection 10 Section 7: Promotional Qualifying Period 10
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JOB CLASSIFICATIONS AND PROMOTION PROCESS. Section 1: Definition of “Designated Job Classification” - The job classification to which an employee is assigned at the time of initial employment shall be the employee’s “designated job classification” and shall so remain. Should an employee move to another designated job classification in accordance with the procedures set forth in this Agreement, that job classification shall become the employee’s designated job classification. A. All new position classifications within the bargaining unit shall be determined by the City. The City shall notify the Union in writing, fourteen (14) calendar days prior to its intention to establish the new classification by providing a draft of the proposed job description. With respect to new position classifications, the City agrees to consider the Union’s comments and suggested modifications to the position classification. B. Should the Union wish to bargain over the proposed wage rates for newly established positions, and wage rates and/or job content to existing classifications, it shall so advise the City within fourteen (14) calendar days of receipt of the final draft of the proposed wage rates or modifications and the parties shall schedule bargaining. If agreement is not reached relative to proposed modifications to existing job classifications or wage rate, the parties may utilize their rights and remedies under NRS 288.190, 288.200 and this contract. Section 2: Order of Filling Vacancies - Vacancies shall be filled in the following order: 1. Recall per Article 8 Section 5 E. or placement through the provisions of Section 7 of this Article; 2. Transfers [defined as: The formal movement of an employee or a position from one department/division to another department/division within the same classification.] (not seniority based); 3. Competitive bidding by all three Teamsters bargaining units; 4. All other city employees; and 5. From the open competitive list of external candidates. Section 3: Posting and Bidding - If the City determines to fill a job within the bargaining unit, the City will forward the job opening notice to the appropriate areas for posting. Posting will occur no later than 12:00 p.m. on Thursday and shall remain open for two (2) weeks, expiring at 5:00 p.m. Thursday that is fourteen days later. Subject to the provisions of Section 2, any employee may submit a request for transfer or bid for the job in writing during the posting period to the Director of Human Resources. The City shall not be req...
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JOB CLASSIFICATIONS AND PROMOTION PROCESS 
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Related to JOB CLASSIFICATIONS AND PROMOTION PROCESS

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • 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.

  • Job Classification When a new classification (which is covered by the terms of this Collective Agreement) is established by the Employer, the Employer 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 Employer to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Employer of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that the notice of the new rate was given by the Employer. 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. When the Employer makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Employer 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 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 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 Employer. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Employer may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued nor relied upon as a precedence as part of any dispute.

  • Classification of Goods The classification of goods in trade between the Parties shall be in conformity with the Harmonized System.

  • 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.

  • CLASSIFICATIONS AND WAGES 1.1 a) Engineers operating: cranes with a manufacturer’s rating of over 164 to 219 tons capacity. Effective May 1, 2013, the wage rate for engineers operating large cranes 220 to 299 tons capacity shall be One Dollar and Twenty-Five Cents ($1.25) per hour above the applicable rate. The wage rate for engineers operating large cranes 300 to 499 tons capacity shall be Two Dollars and Fifty Cents ($2.50) per hour above the applicable rate. The wage rate for engineers operating large cranes over 499 tons capacity shall be Four Dollars ($4.00) per hour above the applicable rate. EFFECTIVE DATE WAGES VACATION PAY BENEFIT PLAN PENSION PLAN TOTAL May 27, 2016 $40.71 $4.07 $5.29 $6.73 $56.80 May 1, 2017 $41.66 $4.17 $5.34 $6.88 $58.05 May 1, 2018 $42.62 $4.26 $5.39 $7.03 $59.30

  • CLASSIFICATIONS AND WAGE RATES A current list of Field job classifications and applicable wage rates for the Nevada Irrigation District are set forth in the District Wage Schedule.

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