Job Evaluation. The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The commi...
Job Evaluation. 34.01 During the term of this Agreement, if a new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the evaluations affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates.
Job Evaluation. 14.01 Job Evaluation for bargaining unit jobs shall be jointly developed, maintained and administered by the Employer and YusApuY.
Job Evaluation. A classification system for the Community Social Services Sector has been established pursuant to the following excerpt from the "RECOMMENDATIONS FOR SETTLEMENT BY THE MEDIATOR XXXXXX X. XXXXXX, QC (JUNE 9, 1999)": "The purpose of this section is to set out a process and framework to achieve:
Job Evaluation. (a) The Employer shall not introduce a job evaluation plan, or alter or amend the Joint Job Evaluation Plan, without prior agreement with the Union.
Job Evaluation. The Parties agree that the Job Evaluation process will be maintained according to the Terms of Reference for Job Evaluation currently signed which contains a procedure for classifying new positions created by the Employer and reclassifying or reviewing existing positions.
Job Evaluation. (a) In evaluating the salary classifications for positions covered by Levels 1 to 9 of this Agreement, the University will use:
Job Evaluation. 2.01 THE JOB EVALUATION SYSTEM (Refer to MOU #33 and #48)
Job Evaluation. 12.01 The Employer and Union agree to establish a joint job evaluation committee, comprised of equal members of Union and Employer representatives, for the purpose of evaluating positions covered by this Agreement and maintaining the basis of an equitable wage structure and job ratings to meet changing conditions and work requirements.
Job Evaluation. The Joint Job Evaluation committee exists for the purpose of uniformly evaluating and appraising job classification according to the Job Evaluation Manual used for Pay Equity. The Committee shall be composed of six (6) members: three (3) to represent the Corporation and three (3) to represent the Union. Each party shall elect or appoint their own representative and so notify the other party. All decisions of the Committee shall be by majority. A quorum shall be six (6) members of the Committee. Subject to the completion of the single step review process, decisions made by the Joint Job Evaluation Committee shall be binding upon the Corporation, the Union and the employees, and shall not be subject to grievance or arbitration, despite any other provision of this Agreement. Where the Corporation has made substantial changes in any job and the Union requests a review of the position classification, such request will be reviewed by the Job Evaluation Committee within nine (9) months. Any resulting reclassification shall be effective no later than nine (9) months following the request. Notwithstanding, the of the position may request a verbal update on the status of the request for review of the position classification at any time, the Corporation will provide a written update to the when the request for review is not dealt with within nine (9) months. The Corporation agrees, during the term of the Agreement, to provide certain clothing to employees covered by this Agreement on the basis set out in Schedule attached hereto. It is understood that such clothing shall remain the property of the Corporation and shall be worn by employees while on duty and not otherwise. Employees must return such clothing on termination of employment or where replacement is requested. Employees working in areas where safety footwear is required, will provide their own appropriately rated safety footwear, (green patch standard) and they will be reimbursed, upon submission of proof of purchase, the cost up to Effective July Effective April Effective April every two years, (with no breakdown). The Employer agrees to notify the Union as far in advance as possible before introducing any technological changes which effect the rights of employees, conditions of employment, wage rates, or work loads. If and when the Employer should alter the work methods now in effect, no employee shall have their employment terminated by reason thereof. Any job training required by reason of technological...
