Job Evaluation Appeal.
(a) A team member who feels their position is incorrectly classified shall request through their immediate excluded supervisor a copy of their current job description and classification and a job review questionnaire.
(b) The team member shall complete the job review questionnaire to outline their current duties and responsibilities and discuss this with their immediate excluded supervisor.
(c) The team member shall submit a written request for a position classification review and a copy of the review questionnaire to the Corporate Human Resources Department with a copy to the union co-chair of the Joint Job Evaluation Committee.
(d) Human Resources will review and where necessary prepare an updated position description and reasons for classification for discussion at the next scheduled meeting of the Joint Job Evaluation Committee. The Joint Job Evaluation Committee shall mutually agree on a joint meeting schedule.
(e) Appeals will be adjudicated by the Joint Job Evaluation Committee in accordance with the process outlined in "the Manual" described in 28.
Job Evaluation Appeal. Any disputes arising from the Job Evaluation Review Process will be referred to the Standing Arbitrator for final resolution within twenty (20) working days. The parties will submit their evaluations in advance to the Standing Arbitrator. The Standing Arbitrator will identify the issues in dispute, and will conduct a hearing limited to those issues. The Arbitrator’s decision will be final and binding on the Parties.
Job Evaluation Appeal. 47.01 When an employee believes that his/her position is improperly evaluated, that employee may appeal the evaluation of his/her position. The appeal must be in writing to the Director of Human Resources, with a copy to the union President. The letter must include information that describes what the employee believes is improper in the evaluation of the position.
47.02 Employees may only appeal the job evaluation of their substantive position and not one in which they may act in.
47.03 An employee may withdraw their appeal at any point in the process.
47.04 All job evaluation appeals are heard and resolved through a Job Evaluation Appeals Committee. This Committee is composed of an Independent Chairperson, jointly agreed to by the Union and the Employer and a representative each of the Union and the Employer. This Committee will meet within 60 days of the receipt of the appeal, however, this timeframe may be extended by mutual agreement. All costs of this committee are jointly shared by the Union and the Employer
47.05 Where the Committee requires the presence of the employee, the employee will not suffer any resulting loss of pay.
47.06 The Employer will ensure that decisions of the Job Evaluation Appeals Committee are implemented. Any change in the appellants’ salary range will be implemented effective the date the appeal was received and will be in accordance Article 28.
47.07 Decisions of the Job Evaluation Appeals Committee are final and binding and not subject to the grievance procedure. A 131 182 $ 25.77 $ 26.49 $ 27.20 $ 27.92 $ 28.64 $ 29.36 $ 30.07 B 183 233 $ 27.56 $ 28.38 $ 29.20 $ 30.02 $ 30.84 $ 31.67 $ 32.49 C 234 284 $ 29.48 $ 30.41 $ 31.35 $ 32.29 $ 33.22 $ 34.16 $ 35.10 D 285 335 $ 31.53 $ 32.58 $ 33.65 $ 34.72 $ 35.78 $ 36.85 $ 37.90 E 336 386 $ 33.71 $ 34.92 $ 36.12 $ 37.33 $ 38.54 $ 39.74 $ 40.95 F 387 437 $ 36.05 $ 37.41 $ 38.78 $ 40.14 $ 41.50 $ 42.87 $ 44.23 G 438 488 $ 38.55 $ 40.09 $ 41.63 $ 43.16 $ 44.70 $ 46.24 $ 47.78 H 489 539 $ 41.22 $ 42.95 $ 44.68 $ 46.41 $ 48.14 $ 49.88 $ 51.61 I 540 590 $ 44.06 $ 46.01 $ 47.96 $ 49.90 $ 51.84 $ 53.79 $ 55.74 J 591 641 $ 47.11 $ 49.29 $ 51.48 $ 53.66 $ 55.84 $ 58.03 $ 60.21 K 642 692 $ 50.36 $ 52.81 $ 55.25 $ 57.70 $ 60.14 $ 62.59 $ 65.03 L 693 743 $ 53.83 $ 56.57 $ 59.31 $ 62.03 $ 64.77 $ 67.51 $ 70.23 M 744 794 $ 57.54 $ 60.60 $ 63.65 $ 66.71 $ 69.76 $ 72.81 $ 75.86 N 795 845 $ 61.51 $ 64.91 $ 68.32 $ 71.72 $ 75.13 $ 78.54 $ 81.94 O 846 896 $ 65.74 $ 69.54 $ 73.33 $ 77.12 $ 80.91 $ 84.7...
Job Evaluation Appeal. 47.01 When an employee believes that his/her position is improperly evaluated, that employee may appeal the evaluation of his/her position. The appeal must be in writing to the Director of Human Resources, with a copy to the union President. The letter must include information that describes what the employee believes is improper in the evaluation of the position.
47.02 Employees may only appeal the job evaluation of their substantive position and not one in which they may act in.
47.03 An employee may withdraw their appeal at any point in the process.
47.04 All job evaluation appeals are heard and resolved through a Job Evaluation Appeals Committee. This Committee is composed of an Independent Chairperson, jointly agreed to by the Union and the Employer and a representative each of the Union and the Employer. This Committee will meet within 60 days of the receipt of the appeal, however, this timeframe may be extended by mutual agreement. All costs of this committee are jointly shared by the Union and the Employer
47.05 Where the Committee requires the presence of the employee, the employee will not suffer any resulting loss of pay.
47.06 The Employer will ensure that decisions of the Job Evaluation Appeals Committee are implemented. Any change in the appellants’ salary range will be implemented effective the date the appeal was received and will be in accordance Article 28.
47.07 Decisions of the Job Evaluation Appeals Committee are final and binding and not subject to the grievance procedure.
Job Evaluation Appeal.
(a) All bargaining unit positions have been evaluated by the Joint Job Evaluation Committee. The Committee has the responsibility to arrive at an agreement on each position’s job description, evaluation and reasons for classification. The signatures of the committee co-Chairs confirm their agreement on each job description and classification. In the event they are not able to agree, the issue will be adjudicated by the agreed appeal process.
(b) An employee who feels his/her position is incorrectly classified shall request through their immediate excluded supervisor a copy of their current job description and classification and a job review questionnaire.
(c) The employee shall complete the job review questionnaire to outline their current duties and responsibilities and discuss this with their immediate excluded supervisor.
(d) The employee shall submit a written request for a position classification review and a copy of the review questionnaire to the Human Resources Department with a copy to the union co-Chair of the Joint Job Evaluation Committee.
(e) Human Resources will review and, where necessary, prepare an updated position description and reasons for classification for discussion at the next scheduled meeting of the Joint Job Evaluation Committee. The Joint Job Evaluation Committee shall mutually agree on a joint meeting schedule.
(f) Appeals will be adjudicated by the Joint Job Evaluation Committee in accordance with the process outlined in the "Manual" described in Article 24.2.
Job Evaluation Appeal. Appeal Process
a) If an employee disagrees with the Joint Job Evaluation Committee’s decision, the employee shall have the right to appeal to the Human Resources. The employee must file a classification appeal within 20 working days after receiving the written notification of the decision by completing the Appeal Form and submitting via email as outlined on the appeal form.
b) An employee shall have the right to appear in person before a Human Resources member and the member may call any person(s) to provide relevant clarification in order to arrive at a just decision.
c) The information contained in the Appeal form must clarify existing information submitted on the original request. The introduction of new information or changes to original information will not qualify for an appeal.
d) Human Resources has 20 working days to evaluate the appeal and make a final recommendation.
Job Evaluation Appeal. (a) A team member who feels their position is incorrectly classified shall request through their immediate excluded supervisor a copy of their current job description and classification and a job review questionnaire.
(b) The team member shall complete the job review questionnaire to outline their current duties and responsibilities and discuss this with their immediate excluded supervisor.
(c) The team member shall submit a written request for a position classification review and a copy of the review questionnaire to the Corporate Human Resources Department with a copy to the union Co-Chair of the Joint Job Evaluation Committee.
(d) Human Resources will review and where necessary prepare an updated position description and reasons for classification for discussion at the next scheduled meeting of the Joint Job Evaluation Committee. The Joint Job Evaluation Committee shall mutually agree on a joint meeting schedule.
(e) Appeals will be adjudicated by the Joint Job Evaluation Committee in accordance with the process outlined in "the Manual" described in 28.2. The Joint Job Evaluation Committee shall meet at the request of either party at a mutually agreeable time and place. Team members shall not suffer any loss of basic pay. Team members shall be on leave of absence and shall be reimbursed for expenses by the Union.
Job Evaluation Appeal. (a) All bargaining unit positions have been evaluated by the Joint Job Evaluation Committee. The Committee has the responsibility to arrive at an agreement on each position’s job description, evaluation and reasons for classification. The signatures of the Committee co-Chairs confirm their agreement on each job description and classification. In the event they are not able to agree, the issue will be adjudicated by the agreed appeal process.
(b) An employee who feels their position is incorrectly classified shall request through their immediate excluded supervisor a copy of their current job description and classification and a job review questionnaire.
(c) The employee shall complete the job review questionnaire to outline their current duties and responsibilities and discuss this with their immediate excluded supervisor.
(d) The employee shall submit a written request for a position classification review and a copy of the review questionnaire to the Human Resources Department with a copy to the union co-Chair of the Joint Job Evaluation Committee.
(e) Human Resources will review and, where xxxxxxxx, prepare an updated position description and reasons for classification for discussion at the next scheduled meeting of the Joint Job Evaluation Committee. The Joint Job Evaluation Committee shall mutually agree on a joint meeting schedule.
Job Evaluation Appeal. If the employee disputes the results of the job evaluation review in Article 2.02, he/she may appeal the decision. The following appeal process will be followed until the dispute has been resolved:
(a) The employee must submit the “Job Evaluation Appeal Form” to the Employer’s Job Evaluation representative and the Union no more than 15 calendar days from the date of the notification in Article 2.02(c).
(b) If the Union agrees that an appeal is required, it must submit a comprehensive written rationale to the Employer’s Job Evaluation representative within 30 calendar days of the employee’s submission in Article 2.02
(c) This rational must detail either:
(1) The job description and/or evaluation rationale issues which are in dispute and include a revised job description, if the appeal is related to Article 2.02
(a) (1); or
(2) The job description to which the employee should be allocated, if the appeal is related to Article 2.02
(a) (2).
Job Evaluation Appeal. If the employee disputes the results of the job evaluation review in Article 2.02, he/she may appeal the decision. The following appeal process will be followed until the dispute has been resolved:
(a) The employee must submit the “Job Evaluation Appeal Form” to the Employer’s Job Evaluation representative and the Union not more than 15 calendar days from the date of the notification in Article 2.02(c).
(b) If the Union agrees that an appeal is required, it must submit a comprehensive written rationale to the Employer’s Job Evaluation representative within 30 calendar days of the employee’s submission in Article 2.02(c). This rational must detail either:
1. The job description and/or evaluation rationale issues which are in dispute and include a revised job description, if the appeal is related to Article 2.02(a)(1); or
2. The job description to which the employee should be allocated, if the appeal is related to Article 2.02
(a) (2).
(c) The Employer will respond with a comprehensive written explanation of its position to the Union within 30 days of receipt of the Union’s submission in (b).
(d) The Union may submit a rebuttal within 15 calendar days of receipt of the Employer’s submission in (c).
(e) If the Union’s rebuttal includes any new information, the Employer may make a final submission within 7 calendar days of receipt of the rebuttal.
(f) If the appeal is not resolved within the process outlined above, it will be referred by the Union to a Referee within 30 calendar days of the last written communication between the Union and Employer. The referral shall be in writing and shall indicate whether the appeal is based on Article 2.02(a)(1) or 2.02 (a)(2). The Union cannot pursue both grounds, unless the Parties otherwise agree. The Union shall copy the Employer on the letter to the Referee.
(g) Time limits may be extended by mutual agreement of the Parties.
