Common use of Job Evaluation Plan Clause in Contracts

Job Evaluation Plan. All occupation codes and associated job titles and job documents (job descriptions, occupational definitions and expectation documents) will be consolidated into new job groupings. Issues associated with the job groupings will be reviewed by the joint implementation committee. The company will produce generic Job Documents to describe the job groupings within each band. A gender neutral Job Evaluation Plan has been developed (see Article 8.13) to allow placement of any occupation code or job into one of the 3 bands. All new occupation codes will be evaluated under this new job evaluation process. The Company shall notify the Union of the introduction of any new job classifications and their placement on a band (i.e. Band 1, 2 or 3). Where a difference arises between the parties, the Company may introduce the new job classification(s) or placement on a band (i.e. Band 1, 2 or 3). Either party may require that the differences between them be submitted directly to the arbitration process as detailed in Article 3 and the decision shall be binding on both parties. When significant alterations in duties and/or technological changes occur, the Job Document will be modified by joint agreement or by the Job Challenge process outlined in Article 8 of the Collective Agreement. Effective September 1st, 2012, job challenges disputing the placement on the band shall be filed within one (1) year from the date that the Union is notified of the placement of the new job classification on the band and the classification has been populated. Effective September 1st, 2012 any existing job not currently challenged and in effect for a minimum of one (1) year can only be challenged when the Union can demonstrate that significant alterations in duties and/or technological changes have occurred. Evidence will be restricted to one year prior to the filing of the grievance. Supervision is not reflected in the job evaluation plan, but is recognized with a premium. Supervising responsibilities which attract a supervisory premium can only be assigned and not assumed. The responsibilities for all supervisors are stated in Section 8.8 below. Each employee shall have access to his/her job document, through their supervisor, and to documents covering other PWU represented employees through the Chief Xxxxxxx or the Union Office. Note: See also PWU Negotiated Policies and Practice 4-2: Nuclear Skill Broadened Job Descriptions – Revised Tuesday January 17th, 2006

Job Evaluation Plan. All occupation codes and associated job titles and job documents (job descriptions, occupational definitions and expectation documents) will be consolidated into new job groupings. Issues associated with the job groupings will be reviewed by the joint implementation committee. The company will produce generic Job Documents to describe the job groupings within each band. A gender neutral Job Evaluation Plan has been developed (see Article 8.13) to allow placement of any occupation code or job into one of the 3 bands. All new occupation codes will be evaluated under this new job evaluation process. The Company shall notify the Union union of the introduction of any new job classifications and their placement on a band (i.e. Band 1, 2 or 3). Where a difference arises between the parties, the Company may introduce the new job classification(s) or placement on a band (i.e. Band 1, 2 or 3). Either party may require that the differences between them be submitted directly to the arbitration process as detailed in Article 3 and the decision shall be binding on both parties. When significant alterations in duties and/or technological changes occur, the Job Document will be modified by joint agreement or by the Job Challenge process outlined in Article 8 of the Collective Agreement. Effective September 1st, 2012, job challenges disputing the placement on the band shall be filed within one (1) year from the date that the Union is notified of the placement of the new job classification on the band and the classification has been populated. Effective September 1st, 2012 any existing job not currently challenged and in effect for a minimum of one (1) year can only be challenged when the Union can demonstrate that significant alterations in duties and/or technological changes have occurred. Evidence will be restricted to one year prior to the filing of the grievance. Supervision is not reflected in the job evaluation plan, but is recognized with a premium. Supervising responsibilities which attract a supervisory premium can only be assigned and not assumed. The responsibilities for all supervisors are stated in Section 8.8 below. Each employee shall have access to his/her job document, through their supervisor, and to documents covering other PWU represented employees through the Chief Xxxxxxx or the Union Office. Note: See also PWU Negotiated Policies and Practice 4-2: Nuclear Skill Broadened Job Descriptions – Revised Tuesday January 17th17, 2006