Common use of Job Evaluation Appeal Officer Clause in Contracts

Job Evaluation Appeal Officer. The Union will appoint two bargaining unit employees to be Job Evaluation Appeal Officers, selected in accordance with job qualifications determined and agreed to by the Parties, to conduct job evaluation appeals on an as needed basis, in accordance with Article 10.12 of the Job Evaluation Appeal Procedure. One appointee will serve as the principal Officer and the other will serve as back-up in situations of absence or excessive workload. Job evaluation appeals will be focused on the area(s) in dispute following the completion of the process in Article 10.12 of the job evaluation appeal procedure and will take into account supporting baseline classifications in the Job Evaluation Plan. Such reviews will be carried out in an expedient and cost effective manner consistent with the timeframes set out in Article 10.12. The Job Evaluation Appeal Officer will be paid not less than the maximum of Salary Group ten (10) or her/his regular salary with the Corporation, whichever is greater, for the period(s) when she/he is acting as a Job Evaluation Appeal Officer. The Corporation will pay for all reasonable expenses incurred by the Job Evaluation Appeal Officer in the performance of her/his functions as set out in Article 10.12. Pay for time worked in connection with Job Evaluation Appeal Officer’s duties will be limited to job evaluation appeal work related to 10.12 and will be paid at straight time earnings during regular working hours. The Job Evaluation Appeal Officer will adhere to standard Corporation policies, and will submit an accounting of time spent and associated expenses, together with a summary of activities related to each job evaluation appeal as and when required, which will be forwarded to the Manager, Compensation Services. The Job Evaluation Appeal Officer will schedule her/his time in such a way as to cause minimal disruption to her/his regular job with the Corporation. The Job Evaluation Appeal Officer will provide to his/her manager at least five (5) days’ notice of any absence in relation to carrying out his/her duties in connection with this Article.

Job Evaluation Appeal Officer. The Union will appoint two bargaining unit employees to be Job Evaluation Appeal Officers, selected in accordance with job qualifications determined and agreed to by the Parties, to conduct job evaluation appeals reviews on an as needed basis, in accordance with Article 10.12 10.14(d) and 10.14(e) of the Job Evaluation Appeal Procedure. One appointee will serve as the principal Officer and the other will serve as back-up in situations of absence or excessive workload. Job evaluation appeals reviews will be focused on the area(s) in dispute following the completion of the process in Article 10.12 10.14(c) of the job evaluation appeal procedure and will take into account supporting baseline classifications in the Job Evaluation Plan. Such reviews will be carried out in an expedient and cost effective manner consistent with the timeframes set out in Article 10.1210.14(d) and 10.14(e). The Job Evaluation Appeal Officer will be paid not less than the maximum of Salary Group ten (10) or her/his regular salary with the Corporation, whichever is greater, for the period(s) when she/he is acting as a Job Evaluation Appeal Officer. The Corporation will pay for all reasonable expenses incurred by the Job Evaluation Appeal Officer in the performance of her/his functions as set out in Article 10.12this Article. Pay for time worked in connection with Job Evaluation Appeal Officer’s duties will be limited to job evaluation appeal work related to 10.12 and will be paid at straight time earnings during regular working hours. The Job Evaluation Appeal Officer will adhere to standard Corporation policies, and will submit an accounting of time spent and associated expenses, together with a summary of activities related to each job evaluation appeal as and when required, which will be forwarded to the Manager, Compensation Services. The Job Evaluation Appeal Officer will schedule her/his time in such a way as to cause minimal disruption to her/his regular job with the Corporation. The Job Evaluation Appeal Officer will provide to his/her manager at least five (5) days’ notice of any absence in relation to carrying out his/her duties in connection with this Article.

Job Evaluation Appeal Officer. The Union will appoint two (2) bargaining unit employees to be Job Evaluation Appeal Officers, selected in accordance with job qualifications determined and agreed to by the Parties, to conduct job evaluation appeals on an as needed basis, in accordance with Article 10.12 of the Job Evaluation Appeal Procedure. One (1) appointee will serve as the principal Officer and the other will serve as back-up in situations of absence or excessive workload. Job evaluation appeals will be focused on the area(s) in dispute following the completion of the process in Article 10.12 of the job evaluation appeal procedure and will take into account supporting baseline classifications in the Job Evaluation Plan. Such reviews will be carried out in an expedient and cost effective manner consistent with the timeframes set out in Article 10.12. The Job Evaluation Appeal Officer will be paid not less than the maximum of Salary Group ten (10) 10 or her/his their regular salary with the Corporation, whichever is greater, for the period(s) when she/he is they are acting as a Job Evaluation Appeal Officer. The Corporation will pay for all reasonable expenses incurred by the Job Evaluation Appeal Officer in the performance of her/his their functions as set out in Article 10.12. Pay for time worked in connection with Job Evaluation Appeal Officer’s duties will be limited to job evaluation appeal work related to 10.12 and will be paid at straight time earnings during regular working hours. The Job Evaluation Appeal Officer will adhere to standard Corporation policies, and will submit an accounting of time spent and associated expenses, together with a summary of activities related to each job evaluation appeal as and when required, which will be forwarded to the Manager, Compensation Services. The Job Evaluation Appeal Officer will schedule her/his their time in such a way as to cause minimal disruption to her/his their regular job with the Corporation. The Job Evaluation Appeal Officer will provide to his/her their manager at least five (5) days’ notice of any absence in relation to carrying out his/her their duties in connection with this Article.

Job Evaluation Appeal Officer. The Union will appoint two bargaining unit employees to be Job Evaluation Appeal Officers, selected in accordance with job qualifications determined and agreed to by the Partiesparties, to conduct job evaluation appeals reviews on an as needed basis, in accordance with Article 10.12 10.14(d) and 10.14(e) of the Job Evaluation Appeal Procedure. One appointee will serve as the principal Officer and the other will serve as back-up in situations of absence or excessive workload. Job evaluation appeals reviews will be focused on the area(s) in dispute following the completion of the process in Article 10.12 10.14(c) of the job evaluation appeal procedure Job Evaluation Appeal Procedure and will take into account supporting baseline classifications in the Job Evaluation Planjob evaluation plan. Such reviews will be carried out in an expedient and cost effective manner consistent with the timeframes set out in Article 10.1210.14(d) and 10.14(e). The Job Evaluation Appeal Officer will be paid not less than the maximum of Salary Group salary group ten (10) or her/his regular salary with the CorporationEmployer, whichever is greater, for the period(s) when she/he is acting as a Job Evaluation Appeal Officer. The Corporation Employer will pay for all reasonable expenses incurred by the Job Evaluation Appeal Officer in the performance of her/his functions as set out in Article 10.12this Article. Pay for time worked in connection with Job Evaluation Appeal Officer’s duties will be limited to job evaluation appeal work related to 10.12 and will be paid at straight time earnings during regular working hours. The Job Evaluation Appeal Officer will adhere to standard Corporation Employer policies, and will submit an accounting of time spent and associated expenses, together with a summary of activities related to each job evaluation appeal as and when required, which will be forwarded to the Manager, Compensation ServicesHuman Resources. The Job Evaluation Appeal Officer will schedule her/his time in such a way as to cause minimal disruption to her/his regular job with the Corporation. The Job Evaluation Appeal Officer will provide to his/her manager at least five (5) days’ notice of any absence in relation to carrying out his/her duties in connection with this ArticleEmployer.

Job Evaluation Appeal Officer. The Union will appoint two bargaining unit employees to be Job Evaluation Appeal Officers, selected in accordance with job qualifications determined and agreed to by the Parties, to conduct job evaluation appeals reviews on an as needed basis, in accordance with Article 10.12 10.14(d) and 10.14(e) of the Job Evaluation Appeal Procedure. One appointee will serve as the principal Officer and the other will serve as back-up in situations of absence or excessive workload. Job evaluation appeals reviews will be focused on the area(s) in dispute following the completion of the process in Article 10.12 10.14(c) of the job evaluation appeal procedure and will take into account supporting baseline classifications in the Job Evaluation Plan. Such reviews will be carried out in an expedient and cost effective manner consistent with the timeframes set out in Article 10.1210.14(d) and 10.14(e). The Job Evaluation Appeal Officer will be paid not less than the maximum of Salary Group ten (10) or her/his regular salary with the Corporation, whichever is greater, for the period(s) when she/he is acting as a Job Evaluation Appeal Officer. The Corporation will pay for all reasonable expenses incurred by the Job Evaluation Appeal Officer in the performance of her/his functions as set out in Article 10.12this Article. Pay for time worked in connection with Job Evaluation Appeal Officer’s duties will be limited to job evaluation appeal work related to 10.12 and will be paid at straight time earnings during regular working hours. The Job Evaluation Appeal Officer will adhere to standard Corporation policies, and will submit an accounting of time spent and associated expenses, together with a summary of activities related to each job evaluation appeal as and when required, which will be forwarded to the Manager, Compensation Servicesand Research. The Job Evaluation Appeal Officer will schedule her/his time in such a way as to cause minimal disruption to her/his regular job with the Corporation. The Job Evaluation Appeal Officer will provide to his/her manager at least five (5) days’ notice of any absence in relation to carrying out his/her duties in connection with this Article.