JOB DESCRIPTION/CLASSIFICATION Sample Clauses

JOB DESCRIPTION/CLASSIFICATION. 31.1 The Employer agrees to provide a job description for all categories of Correctional Officers.
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JOB DESCRIPTION/CLASSIFICATION. Where the Institute or any employee concerned considers that: (a) a newly established position or one which has just been reclassified has been assigned an improper classification in relation to the remainder of the classification system, or (b) the salary or rate assigned to a newly created classification is incorrect in relation to the remainder of the classification system, or (c) a significant change in the primary function and/or content of any position or classification has occurred to the extent that the position is improperly classified or the classification is incorrect in relation to the rest of the classification system, an employee may request through the employee’s immediate supervisor, a review of their classification. It is understood that the review and results are not subject to appeal to grievance or arbitration.
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JOB DESCRIPTION/CLASSIFICATION. A job description will be provided for each employee by his/her supervisor(s). It shall contain a minimum of the following criteria: • Minimum qualifications • Overview of the general duties for a given position • Classification • Essential Duties The District agrees to provide the Association with a copy of any job description that is currently in effect and new job descriptions as developed. The District and Association agree that positions should be appropriately classified for purposes of compensation. Whenever it is demonstrated that an Employee is competently performing all of the duties of a higher rated classification, whether permanently or temporarily (but in no case less than one (1) day), the employee shall receive the compensation provided for that particular classification for the time spent performing those duties. The Employer reserves the right to establish any new group or classification necessary for the District's objectives.
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JOB DESCRIPTION/CLASSIFICATION. Job Description
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JOB DESCRIPTION/CLASSIFICATION. 6.1. Each new employee shall be furnished a current copy of his job description. Each employee is entitled to a complete and accurate position description. All employees will be furnished copies of changes to their descriptions as they are made by the EMPLOYER. Employees will receive replacement copies as needed, upon request. 6.2. The EMPLOYER will provide a copy of each major change in a job description to the UNION, prior to implementation. The EMPLOYER agrees to negotiate in accordance with applicable laws, rules and regulations, as appropriate, on the impact and implementation of any such major change(s). 6.3. When an Employee believes that their job description does not accurately reflect the duties being performed, the Employee shall first bring the matter to the attention of the immediate supervisor, in writing. The supervisor may make the corrections requested by the Employee or refer the matter to the appropriate management official for resolution. The EMPLOYER may determine that a desk audit of the position is necessary to determine the actual duties assigned to the position. The EMPLOYER agrees to render a decision on the Employee’s request within 60 calendar days of the date of receipt of the request. If the Employee is not satisfied with the EMPLOYER’s decision as to the duties assigned, or if the EMPLOYER does not respond within the 60-calendar day limit, the Employee may file a grievance using the negotiated grievance procedures. 6.4. When an Employee believes they are improperly classified, they shall first bring the matter to the attention of their immediate supervisor, in writing. The supervisor or appropriate management official will classify the position and forward the action to the Southwest Civilian Personnel Operations Center (CPOC) for a classification advisory within 60 calendar days. The EMPLOYER will render a final decision within 30 calendar days following receipt of the advisory from SWCPOC. In rendering the decision the EMPLOYER will provide the Employee with a copy of the CPOC advisory opinion. The decision will also state that if the Employee is dissatisfied with the final classification, they may appeal the decision in accordance with 5 CFR 532.701 for Wage Grade employees or 5 CFR 511.603 for General Schedule employees. 6.5. Employees shall be given the opportunity, at least once a year, to review their job description and discuss it with their supervisor or other appropriate management official. If, after reviewing the ...
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JOB DESCRIPTION/CLASSIFICATION. The Employer agrees to provide a job description for all categories of correctional officers.
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JOB DESCRIPTION/CLASSIFICATION. 1. All positions have been described and classified in accordance with the FWG job classification system. Appendix 2 gives an overview of the current job description as per January 2015. 2. With due observance of what is stated hereinafter, the Employer has classified the Employee's position into one of the salary scales in accordance with the applicable salary structure. 3. The classification referred to above has been laid down in a job description file. 4. For the purposes of this Article, the job description file shall also be deemed to belong to this Article. 5. The Employee shall be entitled to inspect the job description file.
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JOB DESCRIPTION/CLASSIFICATION 
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Related to JOB DESCRIPTION/CLASSIFICATION

  • 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 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 Description The Employer agrees to draw up job descriptions for all positions for which the Union is bargaining agent. These descriptions shall be presented and discussed with the Union and shall become the recognized job descriptions unless the Union presents written objection within thirty (30) calendar days.

  • Job Descriptions The Employer agrees to supply each employee with a copy of her current job description. Upon request, the Union and the Bargaining Unit Chair shall be provided copies of all job descriptions in the bargaining unit.

  • 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).

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

  • 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.

  • SERVICE LEVEL DESCRIPTION The Fund Accounting Agreement is hereby amended by deleting the Service Level Description attached thereto and replacing it in its entirety with the Service Level Description attached hereto.

  • 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.

  • Classification Seniority Classification Seniority" is defined as the length of service in a specific job classification within the bargaining unit, beginning with the date an employee starts to serve a probationary appointment. Classification Seniority shall be interrupted only by separation because of resignation, discharge for just cause, failure to return upon expiration of a leave of absence, failure to respond to a recall from layoff, or retirement.

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