Common use of Job Evaluation Clause in Contracts

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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During the term of this Agreement, if a new General Principles 19.01 ENMAX agrees that at any time should it wish to exempt any position or revised Job Evaluation System is implemented by the Employer, the Employer employee from Local 38's bargaining unit it shall before applying the new or revised Job Evaluation System, negotiate first discuss same with the Union the rates Officers of pay Local 38 and the rules affecting the pay of employees for the evaluations affected. If failing agreement between the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard it shall be submitted to the Union, the Employer may apply the new rates of pay Labour Relations Board for settlement. 19.02 ENMAX and the Union may refer the matter agree to arbitration. The arbitrator's decision will be retroactive to the date of application of the new ratesestablish and maintain a joint job evaluation committee. 34.02 During 19.03 ENMAX and the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions Union agree to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in accept the job evaluation system/processes/procedures/manuals and ratings for all positions in each job family and/or classification as established by the Joint Job Evaluation Committee. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) 19.04 The Job Evaluation Appeal Board Committee shall consist be comprised of a chairperson or chairpersons chosen two (2) members with one (1) member from the Union and appointed by the Employer Union, and one (1) member from Management and appointed by ENMAX. One (1) person from Human Resources shall act as a non-voting Chairperson. Each Committee shall meet at least once per month, unless there are no positions to be rated. It shall be incumbent on a Committee to reach a decision on all positions referred to it. 19.05 It is the responsibility of the committee to determine the appropriate classification and job family based on the descriptions and the Union. Each chairperson must be knowledgeable information submitted by the incumbent and supervisor. 19.06 When ENMAX experiences difficulty in recruiting employees for certain positions because of the method rate of job evaluation and pay required by the program within Nunavut. Only one chairperson market place, ENMAX shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has have the right to unilaterally declare set Out of Schedule pay rates above the evaluated pay rates. The Union will be notified of Out of Schedule positions, pay rates and changes thereto. All incumbents in positions identical to that chairperson no longer acceptablewhich is adjusted because of the market will be moved on a Step to Step basis to the Out of Schedule pay rate. No reason need Increments in the Out of Schedule pay rates will be earned in accordance with the policy affecting the evaluated pay rate. Salary anniversary date will not be changed. 19.07 Employees receiving Out of Schedule pay rates will be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period six (6) months notice in writing of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice any reduction or cancellation of the need Out of Schedule rates and be returned to select the evaluated rate on a new chairperson. (c) If the Employer and the Union are unable Step to select a chairperson within the sixty (60) day period referred Step basis. All employees to in Clause 34.05(b), the issue may whom this Article is applicable shall be submitted by either party to arbitration under the terms prescribed in Article 35 notified of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) evaluated rate of the Job Evaluation Appeal BoardClassification. (f) The Job Evaluation Appeal Board may sit 19.08 ENMAX will advise persons in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee over-range positions of sources available and the Employer shall each ENMAX policy for retraining. Over-range employees, upon request will have those resources made available, however, any advancement will only be represented by a single representative before made through the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appealnormal procedure of filling vacancies. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 47.01 During the term of this Agreement, if a new or revised Job Evaluation System is implemented by the The Employer, the Employer shall before applying the new or revised Job Evaluation Systemsystem, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the evaluations evaluation 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 ’s decision will be retroactive to the date of application of the new rates. 34.02 (a) During the term of this Collective Agreement Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out in the Job Evaluation Manual, will be used for to assessing the value of positions to which employees are assigned. (b) Should a dispute arise between the Union and the Corporation concerning the results of job evaluation including the benchmark positions, the dispute will be resolved through the processes outlined in Clauses 47.03 and 47.04. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04clause 47.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties job description for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where (a) An employee who elects to file a job evaluation appeal will do so in writing to the employee believes that his/her position has been improperly evaluated President of the employee may file an Appeal with Corporation who will immediately forward a copy to the Deputy Head President of their Department. the Union. (b) The Deputy Head Employer shall refer the Appeal a job evaluation appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal BoardCommittee (JEAC). The JEAC shall be comprised of a representative of the Employer, a representative of the Union of Northern Workers and an independent Chairperson. All members of the JEAC must be trained in the use of the Job Evaluation System. (ac) The Chairperson of the Job Evaluation Appeal Board Committee shall consist of a chairperson or chairpersons be chosen by the Employer and the Union. Each chairperson must Where they fail to agree on the appointment of a Chairperson, the appointment shall be knowledgeable made by the Supreme Court of the method of job evaluation and Northwest Territories upon the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days request of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreementparty. (d) If there is The JEAC may meet in Hay River or some other place in the NWT that might seem appropriate to the JEAC. The JEAC shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the reason(s) for the appeal. Videoconferencing or teleconferencing may be utilized to allow the employee and/or the employee’s representative to be heard. The JEAC may solicit such other information as it considers necessary prior to making a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairpersondecision. (e) The Union and JEAC shall endeavour to hear a number of appeals at the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Boardsame sitting. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer JEAC shall each be represented determine, by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine majority decision, that the positionemployee’s evaluation is inappropriate proper or determine, by a majority decision, that the employee has been improperly evaluated in his/her position and determine the proper evaluation for the position. (hg) The decision of the Job Evaluation Appeal Board JEAC is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred transferred, or provided with a new Statement of Duties by until the Employeremployee’s Job Description has been materially changed. 34.06 47.05 An employee may withdraw his/her appeal at any time during the process described in this Article. 47.06 The Corporation shall be responsible for all costs of the Chair, the Employer representative and the Union representative of the JEAC.

Job Evaluation. 34.01 During Section 1. It is agreed that the term City’s established job evaluation procedure which has been used to evaluate all jobs shall continue to be used as the basis for establishing the rates for all new jobs and for measuring the extent to which the value of this Agreement, if a job may be affected by any changes which may occur in existing job duties. This established job evaluation procedure shall not be changed unless by mutual consent of the Union and the City. Section 2. In creating a new or revised job, the City shall describe, in writing in a prescribed format, the job as the City wants it to be performed. The Job Evaluation System is implemented Committee, from the job description, shall use the established procedure to evaluate the job and make its recommendation to the Director of Human Resources as to the proper salary rate and classification for the job. Such recommendation must be made by the Employerunanimous agreement of the Committee. Section 3. Whenever any changes are to be made in a job description which will involve additions or deletions of the work duties of the job, the Employer revised descriptions 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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in evaluated by the Job Evaluation Manual, will be used for assessing Committee the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process same as for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairpersonjob. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) Section 4. The Union and the Employer shall each pay one-half (1/2) of City agree that the remuneration and expenses of the Chairperson(s) unanimous recommendation of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate Committee as to the Board under proper classification and wage rate of a job shall be submitted to the circumstancesDirector of Human Resources. The employee recommendation may be rejected or approved by the Director of Human Resources. Such classification and wage rate, when approved by the Employer Director of Human Resources, shall each be represented by a single representative before included in the Job Evaluation Appeal BoardCity’s Compensation Plan. The Board If rejected, the evaluation shall give the employee and the Employer an opportunity to be heard and explain returned with the reasons for the appealrejection to the Committee. If rejected a second time, the dispute may go to arbitration as described in the appeal procedure. (g) Section 5. The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision Committee shall include a member of the Job Evaluation Appeal Board is binding on the Employer, Union’s bargaining unit appointed by the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at in evaluating any time during the process described job included in this ArticleAgreement.

Job Evaluation. 34.01 During 25.1 The University shall use the term Customized Structured Questionnaire Program for the evaluation of this Agreement, if bargaining unit positions. No changes to the Program shall be implemented without consultation with the Union. Such changes will be reviewed by a new or revised Job Evaluation System is implemented committee appointed by the EmployerLabour Management Committee, the Employer shall before applying the new or revised Job Evaluation System, negotiate with equal representation from each party. Representatives chosen by the Union may, upon request, receive training through Human Resources regarding 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 ratesProgram. 34.02 During 25.2 The Job Analyst appointed by the term of this Collective Agreement University shall classify positions within the Hay Job Evaluation Guide Charts, bargaining unit in conjunction accordance with benchmark positions as set out in the Job Evaluation ManualProgram. 25.3 Subject to Article 25.4, will be used for assessing the value Job Analyst shall consider a review of positions to which employees are assignedany position where there has been a significant change in the duties, responsibilities, accountability or requirements of the position. (a) Where an employee believes that his/her position has been improperly evaluated Positions shall be reviewed at least once every five years. The Department Head and prior the incumbent will receive notification from Human Resources and be required to filing an appeal under Clause 34.04, complete a Job Evaluation Request Form. Such forms must be completed and received by Human Resources not later than the employee last working day of February of a given year. No extensions will be authorized unless the Employee is encouraged not provided with the forms at least twenty working days before the completed forms are due. Should no significant change be evident no review will take place. Changes in classifications resulting from a review shall be effective from the date the Job Evaluation Request Form and full and complete supporting documentation was received by Human Resources. The Job Analyst may request additional information to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable aid in the job evaluation systemevaluation. Such requests will not alter the effective date for changes in classification. (b) When a new position is created a job description shall be prepared by Human Resources in consultation with the Department. The job description shall be assigned a provisional rating by Human Resources for the purposes of job posting and the assigned rating will apply for a minimum of one year. At such time, Human Resources shall provide the Department Head and the incumbent with the necessary forms to initiate a formal evaluation of the position. A Job Evaluation Review Request Form must be received by Human Resources not later than the last working day of October. No extensions will be authorized. Following the formal evaluation of a new position, any necessary adjustments in salary grouping will be made effective to the date of hire. (c) Once every 24 months, employees may request a review of their job by Human Resources in cases where duties and responsibilities have changed significantly enough to warrant a review. Should no significant change be evident no review will take place. Changes in classifications resulting from a review request shall be effective from the date the Job Evaluation Request Form and full and complete supporting documentation was received by Human Resources. The Job Analyst may request additional information to aid in the evaluation. Such requests will not alter the effective date for changes in classification. (d) Upon request completion of the employee evaluation of an Employee’s position, the incumbent shall be provided a copy of the Statement of Duties for his/her position together with the point rating factor scores and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of total points for their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Boardposition. (a) The Results of a review may be appealed to the Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any AppealCommittee (JEAC). (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right A completed Job Evaluation Appeals Form (XXXX) shall be forwarded to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet Human Resources within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) ten working days of either party providing notice the receipt of the need to select a new chairpersonevaluation results. (c) If The Job Evaluation Appeals Committee may require an Employee, Department Head and Job Analyst to appear before it, to present and/or clarify materials received from Human Resources. A request by an Employee, Department Head or Job Analyst to appear before the Employer and JEAC will not be denied. Where an Employee appears before the JEAC, a request by the Employee to have a Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may observer present will not be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreementdenied. (d) If there is a period of time where there is no chairperson, all Appeals There shall be held until no recourse for re-evaluation beyond the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) appeals process. Decisions of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit Appeals Committee shall be final and binding and not subject to grievance or some other place in Nunavut that might seem appropriate to arbitration. Where no appeal has been filed, the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board Analyst shall be final and binding and not subject to grievance or arbitration. 25.6 When a job is binding on the Employerreclassified upwards, the Union and incumbent’s salary will be increased to the employee appropriate salary group at the step closest to, but not less than, their current salary. When a job is reclassified downward, the incumbent’s salary will be maintained until such time as the employee has been promoted, transferred or provided lower classification equates with a new Statement of Duties by the EmployerEmployee’s actual salary. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During the term of this Agreement, if a new or revised (a) The Job Evaluation System is implemented Committee shall evaluate all newly created positions prior to posting in the bargaining unit and any positions with substantive changes in duties using the Hay Group Job Evaluation Method (HGJEM) which was used in the 2011/12 Job Evaluation Project and in accordance with this Article. The Committee may also make recommendations to the Union and Employer regarding the job evaluation process and the HGJEM. (b) The Job Evaluation Committee shall consist of two (2) members of the Local and the Union’s Employee Relations Officer and four (4) Employer representatives, one of which shall act as Voting Chair. The Employer will ensure new members and members’ alternates to the Committee are trained by the Hay Group on the HGJEM system at the Employer’s expense. (c) Employees serving on the Job Evaluation Committee shall receive time release from regularly scheduled work to attend the committee meetings subject to operational requirements and shall continue to be regularly compensated. (d) Members of the Job Evaluation Committee shall have access to the job descriptions, job rationale rating sheets, and the factor and total point scores of all bargaining unit positions evaluated using the HGJEM system. 29.2 The Union may require that a position be evaluated if they feel there have been substantive changes to an Employee’s job duties or responsibilities. The Union will advise the Director of Human Resources in writing. (a) Members of the Job Evaluation Committee shall be provided with necessary documentation five (5) Business Days before a meeting is scheduled to evaluate the position. The Job Evaluation Committee may contact or request the presence of the Manager or Supervisor of the position and/or the Employee in the position, and/or may request further information to assist the Committee in its work. (b) The Job Evaluation Committee shall evaluate the position within two (2) calendar months after receipt of the request for job evaluation. (c) The Job Evaluation Committee shall try to reach consensus on a job evaluation rating of a position. However, should a vote be necessary and the Chairperson has cast the deciding vote, and either the Union or the Employer shall before applying finds the new or revised Job Evaluation SystemChair decision not acceptable, 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 they may refer the matter to arbitrationthe job evaluation appeal process. (d) The Union, the Employee and Manager or Supervisor shall be notified and provided reasons in writing of the outcome of the job evaluation within five (5) Business Days of the committee’s decision. (a) A Hay consultant familiar with evaluating university positions shall hear all appeals. The arbitrator's decision parties agree that the Consultant will be retroactive objective and impartial when rendering his/her decision. (b) The Consultant will receive all relevant documentation from the Job Evaluation Committee and have access to all relevant information on job evaluations of bargaining unit positions. The Hay consultant may contact the Chair and the Employee Relations Officer to review the reasons why the committee could not reach consensus before rendering her/his decision. The consultant may also contact the Manager or Supervisor and/or Employee for information concerning the position. (c) The consultant shall render her/his final and binding decision within twenty (20) Business Days from the date of application the request for appeal to advise the Director of Human Resources of their decision. The Director of Human Resources will, within five (5) Business Days of the new rates. 34.02 During consultant’s decision advise the term of this Collective Agreement Employee, the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in Manager or Supervisor and the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assignedUnion. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04a job evaluation results in a higher hourly paid classification for the position, the employee is encouraged to discuss Employee shall be placed on the evaluation next highest band of his/her position with his/her supervisor or a representative of management who is knowledgeable in the new salary scale effective from the date the updated job evaluation systemdescription was received by Human Resources. (b) Upon request Where job evaluation results in a lower hourly paid classification, the employee classification and salary band for the position shall be provided a copy of effective the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) date of the Job Evaluation Appeal BoardCommittee’s decision, or the appeal decision, whichever is later. However, the incumbent Employee’s salary shall be maintained until the salary band matches or exceeds the incumbent’s salary. (f) 29.6 The Job Evaluation Appeal Board time limits set out in this article may sit in Iqaluit or some other place in Nunavut that might seem appropriate to be amended by the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision agreement of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the EmployerParties. Such agreement will not be unreasonably withheld. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During the term of this Agreement, if a new General Principals 19.01 ENMAX agrees that at any time should it wish to exempt any position or revised Job Evaluation System is implemented by the Employer, the Employer employee from Local 38's bargaining unit it shall before applying the new or revised Job Evaluation System, negotiate first discuss same with the Union the rates Officers of pay Local 38 and the rules affecting the pay of employees for the evaluations affected. If failing agreement between the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard it shall be submitted to the Union, the Employer may apply the new rates of pay Labour Relations Board for settlement. 19.02 ENMAX and the Union may refer the matter agree to arbitration. The arbitrator's decision will be retroactive to the date of application of the new ratesestablish and maintain a joint job evaluation committee. 34.02 During 19.03 ENMAX and the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions Union agree to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in accept the job evaluation system/processes/procedures/manuals and ratings for all positions in each job family and/or classification as established by the Joint Job Evaluation Committee. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) 19.04 The Job Evaluation Appeal Board Committee shall consist be comprised of a chairperson or chairpersons chosen two (2) members with one (1) member from the Union and appointed by the Employer Union, and one (1) member from Management and appointed by ENMAX. One (1) person from Human Resources shall act as a non-voting Chairperson. Each Committee shall meet at least once per month, unless there are no positions to be rated. It shall be incumbent on a Committee to reach a decision on all positions referred to it. 19.05 It is the responsibility of the committee to determine the appropriate classification and job family based on the descriptions and the Union. Each chairperson must be knowledgeable information submitted by the incumbent and supervisor. 19.06 When ENMAX experiences difficulty in recruiting employees for certain positions because of the method rate of job evaluation and pay required by the program within Nunavut. Only one chairperson market place, ENMAX shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has have the right to unilaterally declare set Out of Schedule pay rates above the evaluated pay rates. The Union will be notified of Out of Schedule positions, pay rates and changes thereto. All incumbents in positions identical to that chairperson no longer acceptablewhich is adjusted because of the market will be moved on a Step to Step basis to the Out of Schedule pay rate. No reason need Increments in the Out of Schedule pay rates will be earned in accordance with the policy affecting the evaluated pay rate. Salary anniversary date will not be changed. 19.07 Employees receiving Out of Schedule pay rates will be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period six (6) months notice in writing of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice any reduction or cancellation of the need Out of Schedule rates and be returned to select the evaluated rate on a new chairperson. (c) If the Employer and the Union are unable Step to select a chairperson within the sixty (60) day period referred Step basis. All employees to in Clause 34.05(b), the issue may whom this Article is applicable shall be submitted by either party to arbitration under the terms prescribed in Article 35 notified of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) evaluated rate of the Job Evaluation Appeal BoardClassification. (f) The Job Evaluation Appeal Board may sit 19.08 ENMAX will advise persons in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee over-range positions of sources available and the Employer shall each ENMAX policy for retraining. Over-range employees, upon request will have those resources made available, however, any advancement will only be represented by a single representative before made through the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appealnormal procedure of filling vacancies. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During 25.1 The University shall use the term Customized Structured Questionnaire Program for the evaluation of this Agreement, if bargaining unit positions. No changes to the Program shall be implemented without consultation with the Union. Such changes will be reviewed by a new or revised Job Evaluation System is implemented committee appointed by the EmployerLabour Management Committee, the Employer shall before applying the new or revised Job Evaluation System, negotiate with equal representation from each party. Representatives chosen by the Union may, upon request, receive training through Human Resources regarding 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 ratesProgram. 34.02 During 25.2 The Job Analyst appointed by the term of this Collective Agreement University shall classify positions within the Hay Job Evaluation Guide Charts, bargaining unit in conjunction accordance with benchmark positions as set out in the Job Evaluation ManualProgram. 25.3 Subject to Article 25.4, will be used for assessing the value Job Analyst shall consider a review of positions to which employees are assignedany position where there has been a significant change in the duties, responsibilities, accountability or requirements of the position. (a) Where an employee believes that his/her position has been improperly evaluated Positions shall be reviewed at least once every five years. The Department Head and prior the incumbent will receive notification from Human Resources and be required to filing an appeal under Clause 34.04, complete a Job Evaluation Request Form. Such forms must be completed and received by Human Resources not later than the employee last working day of February of a given year. No extensions will be authorized unless the Employee is encouraged not provided with the forms at least twenty working days before the completed forms are due. Should no significant change be evident no review will take place. Changes in classifications resulting from a review shall be effective from the date the Job Evaluation Request Form and full and complete supporting documentation was received by Human Resources. The Job Analyst may request additional information to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable aid in the job evaluation systemevaluation. Such requests will not alter the effective date for changes in classification. (b) When a new position is created a job description shall be prepared by Human Resources in consultation with the Department. The job description shall be assigned a provisional rating by Human Resources for the purposes of job posting and the assigned rating will apply for a minimum of one year. At such time, Human Resources shall provide the Department Head and the incumbent with the necessary forms to initiate a formal evaluation of the position. A Job Evaluation Review Request Form must be received by Human Resources not later than the last working day of October. No extensions will be authorized. Following the formal evaluation of a new position, any necessary adjustments in salary grouping will be made effective to the date of hire. (c) Once every 24 months, employees may request a review of their job by Human Resources in cases where duties and responsibilities have changed significantly enough to warrant a review. Should no significant change be evident no review will take place. Changes in classifications resulting from a review request shall be effective from the date the Job Evaluation Request Form and full and complete supporting documentation was received by Human Resources. The Job Analyst may request additional information to aid in the evaluation. Such requests will not alter the effective date for changes in classification. (d) Upon request completion of the employee evaluation of an Employee’s position, the incumbent shall be provided a copy of the Statement of Duties for his/her position together with the point rating factor scores and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of total points for their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Boardposition. (a) The Results of a review may be appealed to the Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any AppealCommittee (JEAC). (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right A completed Job Evaluation Appeals Form (XXXX) shall be forwarded to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet Human Resources within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) ten working days of either party providing notice the receipt of the need to select a new chairpersonevaluation results. (c) If The Job Evaluation Appeals Committee may require an Employee, Department Head and Job Analyst to appear before it, to present and/or clarify materials received from Human Resources. A request by an Employee, Department Head or Job Analyst to appear before the Employer and JEAC will not be denied. Where an Employee appears before the JEAC, a request by the Employee to have a Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may observer present will not be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreementdenied. (d) If there is a period of time where there is no chairperson, all Appeals There shall be held until no recourse for re‐evaluation beyond the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) appeals process. Decisions of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit Appeals Committee shall be final and binding and not subject to grievance or some other place in Nunavut that might seem appropriate to arbitration. Where no appeal has been filed, the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board Analyst shall be final and binding and not subject to grievance or arbitration. 25.6 When a job is binding on the Employerreclassified upwards, the Union and incumbent’s salary will be increased to the employee appropriate salary group at the step closest to, but not less than, their current salary. When a job is reclassified downward, the incumbent’s salary will be maintained until such time as the employee has been promoted, transferred or provided lower classification equates with a new Statement of Duties by the EmployerEmployee’s actual salary. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources Finance for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During 39.01 An employee’s position shall be classified in accordance with the term University Job Evaluation Procedures and the employee shall be notified in writing of this Agreement, if any change in the classification title or Band Level of their position. 39.02 Should it be necessary to develop a new classification or revised change an existing classification falling within the Bargaining Unit, the University shall advise the Union upon taking the action. 39.03 An employee who feels that their position is incorrectly classified may submit a request for job evaluation review. An employee will have access to the Aiken Plan to assist in their request for review. Copies of the Aiken Plan are available from the Department of Human Resources and the Union Office. 39.04 A request for job evaluation review shall not be considered on the grounds: (a) The duties assigned to the position are unchanged. (b) The scope of the duties and responsibilities have been improperly assigned by management. (c) The duties are assigned as a result of a temporary assignment. An employee may not request a review of a position to which they are temporarily assigned, except long term temporary assignment which will be addressed on an individual basis. 39.05 A request for job evaluation review shall be initiated by the employee completing and submitting a “Request for Job Evaluation System is implemented by Review” form to the EmployerDepartment of Human Resources. The completed Job Fact Sheet/Update must be submitted with the “Request for Job Evaluation Review” form. Supervisors and/or Deans/Directors/Department Heads will review and complete the applicable sections of the Job Fact Sheet/Update within ten (10) days of receipt of the document. The employee will complete the applicable section of the Job Fact Sheet/Update to say that they have read the supervisors’ and/or Deans/Directors/Department heads comments and will forward the fully signed document to the Department of Human Resources. 39.06 Within ten (10) days from receipt of the “Request for Job Evaluation Review” and the Job Fact Sheet/Update, the Employer Department of Human Resources must acknowledge the request for review. 39.07 The Department of Human Resources will forward Job Fact Sheets/Updates that contain disagreement in the comments section, to the Dispute Resolution Committee, for resolution prior to conducting the review. 39.08 The Department of Human Resources shall before applying conduct a review of each request, including the new or revised Job Evaluation Systemrating of the position using the Aiken Plan, 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 receipt of the required information. Within ten (10) days from the date on which the Employer submits the new or revised standard to the Unionposition is rated, the Employer may apply Department of Human Resources will notify the new rates employee of pay the ratings assigned to each of the factors under the Aiken Plan, the point total, the Band Level, the Band Level point range, the effective date, and any change in the Union may refer classification title assigned to their position. 39.09 If as a result of an employee’s request for review the matter to arbitration. The arbitrator's decision will position is reclassified, it shall be retroactive to the date of application of the new rates. 34.02 During the term of this Collective Agreement the Hay “Request for Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in Review” form and the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that hisFact Sheet/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to Update was received by the Department of Human Resources for resolution by in accordance with Article 39.05. Changes to a Job Evaluation Appeal Boardhigher Band Level will be processed in accordance with Article 21.12. (a) 39.10 If it is determined that the duties have been improperly assigned by management, reclassification will not apply. The Job Evaluation Appeal Board shall consist Department of a chairperson or chairpersons chosen by Human Resources will take necessary action including appropriately compensating the Employer and employee. The result is not appealable. 39.11 An employee may appeal the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairpersondecision, that party has the right of an employee initiated review, to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the EmployerCommittee, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.per Appendix G.

Job Evaluation. 34.01 During ‌ 36.01 If, during the term of this Agreement, if a another 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 sixty 36.02 There shall be a Job Evaluation Committee with members appointed by the date on which Employer. The Chief Executive Officer of the Employer submits the new or revised standard his/her designate, referred to the Unionin Clause 36.07, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will shall not be retroactive to the date of application a member of the new ratesJob Evaluation Committee. 34.02 36.03 All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. 36.04 During the term of this Collective Agreement Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out in by the Job Evaluation Manual, Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts and benchmark positions. (a) 36.05 Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.0436.07, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) 36.06 Upon request the employee shall be provided a copy of the Statement of Duties job description for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where 36.07 Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or his/her designate. The Chief Executive Officer of the Employer or his/her designate shall refer the appeal to the Job Evaluation Committee within fifteen (15) days of receipt of the appeal. 36.08 The Job Evaluation Committee shall meet within thirty (30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. 36.09 The Job Evaluation Committee shall give the employee believes and/or the employee’s representative an opportunity to be heard and to explain the reason(s) for the appeal. 36.10 The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in his/her position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen 36.11 If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee until such time as that employee has been improperly evaluated promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee may file an Appeal with being advised of the Deputy Head Job Evaluation Committee’s decision. 36.12 Following the decision of their Department. The Deputy Head shall the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either: (a) withdraw the appeal; (b) accept the decision of the Job Evaluation Committee; or (c) request that the Employer refer the Appeal appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) 36.13 The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen two (2) representatives appointed by the Employer and two (2) representatives appointed by the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) All members of the Job Evaluation Appeal Boardboard must be trained on the use of the job evaluation system. 36.14 The Job Evaluation Appeal Board shall meet within thirty (f30) days of receipt of an employee’s appeal; to hear the appeal. The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate extend this time limit up to the Board under the circumstances. an additional thirty (30) days. 36.15 The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and and/or the Employer employee’s representative an opportunity to be heard and to explain the reasons reason(s) for the appeal. (g) 36.16 The Job Evaluation Appeal Board may by a unanimous decision determine that the position’s evaluation is inappropriate employee has been improperly evaluated in his/her position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Appeal Board’s decision within fourteen (14) days of the Job Evaluation Appeal Board hearing the appeal. (h) 36.17 The unanimous decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the that employee has been promoted, transferred transferred, or provided with a new Statement of Duties the employee’s job description is changed by the EmployerEmployer and has been re-evaluated. The unanimous decision of the Job 36.18 Should the Job Evaluation Appeal Board be unable to reach a unanimous decision, the employee shall, within fourteen days of receipt of the decision of the Job Evaluation Appeal Committee, either: (a) withdraw the appeal; or (b) request that the Employer refer the appeal to a Job Evaluation Review Board. 34.06 36.19 The Job Evaluation Review Board shall consist of a representative of the Employer, a representative of the Union and an independent chairperson. All members of the Job Evaluation Review Board must be trained on the use of the Job Evaluation System 36.20 The Chairperson of the Job Evaluation Review Board shall be chosen by the Employer and the Union, where they fail to agree on the appointment of a Chairperson, the appointment shall be made by the Supreme Court of the Northwest Territories upon the request of either party. 36.21 The Job Evaluation Review Board shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the reasons(s) for the appeal. 36.22 The Job Evaluation Review Board may, by a majority decision, either determine that the employee’s evaluation is proper or the Board may, by majority decision determine that the employee has been improperly evaluated in his/her position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Review Board’s decision within fourteen 36.23 The majority decision of the Job Evaluation Review Board is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. The majority decision of the Job Evaluation Review Board will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Review Board’s decision. 36.24 The Employer and the Union shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson and each party shall bear its own expenses of every such review. 36.25 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During ‌ a) The Employer shall routinely review the term evaluations of this Agreementall posi- tions within the Bargaining Unit with priority being given to re- quests made under Articles 27.2 and 27.6, in that order. All po- sitions shall be reviewed at least once every five (5) years. If the Employee and Department Head or designate, and Human Re- sources agree there has been no substantive change in job con- tent since the last Job Fact Sheet was submitted, Article 27.1 a) may be waived. b) The factor descriptions and point ranges of the job evaluation system shall be accessible to all Employees. The factor scores and classification total of their own position shall be made available to the Employee as regular reviews are conducted. 27.2 A position may be evaluated at any time, but shall be evaluated within three (3) calendar months after receipt by the Job Evaluation Unit, Human Resources of a request from an Employee or supervisor and subsequent receipt of the Employee’s completed Job Fact Sheet, provided that the incumbent has had at least six (6) months’ service in the position and that the position has not been reviewed or evaluated for at least twenty- four (24) months, unless significant changes have been made to the job content. 27.3 Upon request and if available an Employee will be provided with the fol- lowing documents to assist them in completing the Job Fact Sheet: a) The Current Job Fact Sheet or a copy of the most current list of job duties for the position, including the position’s classification level; b) The latest factor scores for the position, if the position is not provisionally rated. 27.4 An Employee may request the assistance of a representative in Human Resources in completing the Job Fact Sheet. 27.5 If an Employee’s duties are altered significantly by the introduction of new machinery, equipment, material, a change in procedures or revised a re- structuring of duties within a department, the supervisor shall advise the Job Evaluation System Unit, Human Resources, in writing and the job shall be provisionally rated. Where a provisional rating indicates a change in clas- sification Article 27.15 shall apply. The provisional rating shall become effective on the date these duties were first assigned and performed. 27.6 All jobs within the Bargaining Unit holding provisional rating shall be eval- uated within four (4) to eight (8) months of the date the position is filled, providing the same incumbent is in the job and the Job Fact Sheet has been completed. 27.7 Rating decisions of the job analyst or of the Job Evaluation Committee, when the job analyst has requested the Committee to initially rate the job, shall be reported to the supervisor and the incumbent within five (5) working days of the rating decision being made, subject to Article 27.9 herein, and shall be implemented effective the beginning of the month in which the Job Evaluation Unit, Human Resources receives the Em- ployee’s portion of the Job Fact Sheet.‌ a) The Employer will supply to a designated officer of the Union substantiating data sheets as jobs are evaluated and/or after jobs go through job evaluation appeals. The Union agrees that this information will be kept confidential by the officer(s), and will only be used to advise members, in general terms without release of specific data, why jobs have been classified as they are, and to assist members going through job evaluation ap- peals. Designated officers shall not sit on the Job Evaluation Committee during the time period they are designated officers under this article. b) The Union will name three (3) designated officers; at least one (1) will be in an administrative support position and at least one 27.9 Any objections to the rating decisions as outlined in Article 27.7 shall be appealed to the Job Evaluation Committee within fifteen (15) calendar days of receipt of the Job Evaluation decision. Decisions on such objec- tions shall be reported to the supervisor and incumbent within five (5) working days of the meeting date and shall be implemented in accord- ance with Article 27.7. There shall be no recourse for re-evaluation be- yond the appeal process.‌ 27.10 The Job Evaluation Committee shall be made up of two (2) Union repre- sentatives and two (2) Employer representatives, plus the Manager of the Compensation Unit, or designate who, shall act as Chairperson. The Chairperson will be someone other than the analyst who originally rated the position; however, an analyst will attend Job Evaluation Committee meetings as a resource to the Committee. Both the incumbent and the immediate supervisor shall be invited to appear before the Committee on any objections raised under Article 27.9. 27.11 In review of the position during the appeal process, the Job Evaluation Unit will circulate the Job Fact Sheet and the letter of appeal to be used in the appeal at least five (5) days prior to the meeting. Data sheets of comparable jobs used by the Analyst during the regular analysis will be provided to the Committee members at the appeal meeting. 27.12 The Job Evaluation Committee may review aspects of the Job Evaluation Program and recommend such revisions as it considers necessary. Such recommendations shall be made to the Coordinator of the program but shall not be implemented without the agreement of the Union and the Employer, which agreement shall not be withheld unreasonably. 27.13 There shall be no additions to the Employer job classifications and wage levels specified in Appendix B except as may be approved in advance by the Union and the Employer. 27.14 Newly created jobs which fall within the jurisdiction of the Bargaining Unit shall be provisionally rated according to established procedure before applying ap- plicants may be recruited. 27.15 ‌ a) Where job reclassification or evaluation results in moving to a higher classification, no decrease in salary shall result. The Em- ployee’s projected salary income in the new classification over the ensuing twelve (12) months shall exceed by at least six per- cent (6%) what it would have been in the old classification over the same period. The employee’s new salary shall not exceed the top step of their new classification. b) Where job reclassification or revised Job Evaluation System, negotiate with evaluation results in moving to a lower classification the Union Employee’s salary shall be maintained until it may be slotted into a higher step in the rates of pay and appropriate xxx- ary scale as follows: i. if the rules affecting Employee’s salary is greater than the pay of employees maximum step for the evaluations affected. If the parties fail new classification, it shall be maintained un- til exceeded by such maximum and increased to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard maximum at that time; ii. if the Employee’s salary is within the range established for the new classification, it shall be maintained until the next normal anniversary date and increased 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 ratesnext higher step at that time. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out 27.16 No Employee shall refuse to participate in the Job Evaluation ManualProgram but, will be used on request, may defer such participation for assessing a maximum period of six (6) months if the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating Employee and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal supervisor give notice to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal BoardUnit, Human Resources that the position is currently undergo- ing change or if the Employee is new to the job. If this period is exceeded, there shall be no increase in the then current rate of pay. 27.17 The time limits set out in this article may be amended by the agreement of the Parties. Such agreement will not be unreasonably withheld. 27.18 The Employer agrees that they will provide the NSGEU membership with at least one (f1) The instruction session per calendar year on completing the Job Fact Sheet. Employees who attend such a session will not suffer any loss of pay or benefits for time spent at the instruction session. 27.19 All provisions in this article are subject to revision by mutual agreement, pending the implementation of recommendations made by the Commit- tee pursuant to Letter of Understanding #1 - Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appealReview. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board Committee shall consist of a chairperson or chairpersons chosen by evaluate all newly created positions prior to posting in the bargaining unit and any positions with substantive changes in duties using the Hay Group Job Evaluation Method (HGJEM) which was used in the 2011/12 Job Evaluation Project and in accordance with this Article. The Committee may also make recommendations to the Union and Employer regarding the job evaluation process and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any AppealHGJEM. (b) Should The Job Evaluation Committee shall consist of two (2) members of the Local and the Union’s Employee Relations Officer and four (4) Employer representatives, one of which shall act as Voting Chair. The Employer will ensure new members and members’ alternates to the Committee are trained by the Hay Group on the HGJEM system at the Employer’s expense. (c) Employees serving on the Job Evaluation Committee shall receive time release from regularly scheduled work to attend the committee meetings subject to operational requirements and shall continue to be regularly compensated. (d) Members of the Job Evaluation Committee shall have access to the job descriptions, job rationale rating sheets, and the factor and total point scores of all bargaining unit positions evaluated using the HGJEM system. 29.2 The Union may require that a position be evaluated if they feel there have been substantive changes to an Employee’s job duties or responsibilities. The Union will advise the Director of People and Culture in writing. (a) Members of the Job Evaluation Committee shall be provided with necessary documentation five (5) Business Days before a meeting is scheduled to evaluate the position. The Job Evaluation Committee may contact or request the presence of the Manager or Supervisor of the position and/or the Employee in the position, and/or may request further information to assist the Committee in its work. (b) The Job Evaluation Committee shall evaluate the position within two (2) calendar months after receipt of the request for job evaluation. (c) The Job Evaluation Committee shall try to reach consensus on a job evaluation rating of a position. However, should a vote be necessary and the Chairperson has cast the deciding vote, and either the Union or the Employer become dissatisfied with any chairpersonfinds the Chair decision not acceptable, that party has they may refer the right matter to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreementjob evaluation appeal process. (d) If there is a period of time where there is no chairpersonThe Union, all Appeals the Employee and Manager or Supervisor shall be held until notified and provided reasons in writing of the parties have agreed upon a new chairpersonoutcome of the job evaluation within five (5) Business Days of the committee’s decision. (ea) The Union and Results of a review may be appealed to the Employer shall each pay one-half Joint Job Evaluation Committee (1/2JJEC) within twenty (20) working days of the remuneration and expenses receipt of the Chairperson(s) of the Job Evaluation Appeal Boardevaluation result. (fb) The Level 1 Appeal: A completed Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate Appeals Form shall be forwarded to People and Culture within twenty (20) working days of the Board under receipt of the circumstancesevaluation results. The employee and chair of the Employer shall each be represented by a single representative before JJEC may request additional information to aid in the Job Evaluation Appeal Boardevaluation. The Board shall give JJEC may require an Employee and Department Head to appear before it, to present and/or clarify materials received from People and Culture. In the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine case that the position’s evaluation is inappropriate and determine agreement cannot be reached within the proper evaluation for JJEC at the positionLevel 1 Appeal level, it will proceed to a Level 2 Appeal. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During the term of this Agreement, Job Evaluation ARTICLE NEW ARTICLE RECLASSIFICATION (1) It is understood that if a new or revised Job Evaluation System position is implemented to be in accordance with and posted and advertised, the holding the original position shall be given first and full consideration. (2) If the incumbent is unsuccessful in obtaining the reclassified position, shall, in consultation with the Union, make every reasonable effort to relocate the employee within the bargaining unit. (3) If the incumbent is successful in obtaining the reclassified position but proves unsatisfactory during the probationary period, shall again, in consultation with the Union, make every reasonable effort to relocate the employee within the bargaining unit. The Union shall be notified in advance of any recommendation by the Employeradministration to the Board of to delete or downgrade a position filled by an employee on regular appointment. An employee shall first discuss any regarding classification with the immediate supervisor. In support of a request for reclassification, the Employer employee shall before applying submit to the new appropriate Xxxx, Director, or revised Job Evaluation SystemManager, negotiate a written statement of duties and responsibilities, specifically describing those areas in which they differ from the job description Within working days after the employee and the appropriate Xxxx, Director, or Manager (or designate) shall discuss the reclassification request with the Director, Relations or designate. At the employee's option, a Union representative shall be in attendance. The Director, Relations, or designate, shall have a further working days in which to investigate the rates of pay matter and give a decision in writing to the employee, with a copy to the Union and the rules affecting immediate supervisor. If an employee is unsuccessful in obtaining a reclassification after completing steps (1) and (2) above, the pay of employees for employee shall have the evaluations affectedright to appeal to the Joint Committee. An employee shall have the right to appear in person before the Joint Committee and the Joint Committee shall have the right to call any person it necessary in order to arrive at a just decision. If the parties fail Joint Committee is unable to reach agreement within sixty (60) days from agree on the date on which the Employer submits the new or revised standard to the Unionproposed classification, the Employer Grievance Procedure under Article may apply the new rates of pay and the Union may refer the matter to arbitrationbe invoked. The arbitrator's decision will be retroactive to the effective date of application of the new rates. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Chartsan approved reclassification, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request if initiated by the employee shall be provided a copy determined: by the Director, Relations and the appropriate Xxxx, Director, or Manager if reclassificationis agreed to under clause (2); by the Joint Committee if it grants approval under clause (3); at any one of the Statement specified steps of Duties the grievance procedure invoked under clause ARTICLE POSTING OF All positions anticipated by to be five months or more in duration shall be posted on designated bulletin boards for his/her a minimum of I O calendar days exclusive of statutory holidays. For auxiliary positions which are anticipated by to be more than four consecutive months, but less than five months in duration refer to An "in-service" application form shall be provided by for use by employees who wish to apply for posted positions. The position together vacancy notice shall contain the following information: nature of the position as detailed in the job description in keeping with the point rating job evaluation type of appointment; required related to education, experience, knowledge, skills and abilities; shift; date; location and bargaining unit. In order that all employees have an equal opportunity to apply for vacant or new bargaining unit positions while on leave, employees who have seniority shall be allowed to submit a "Letter of Preference" indicating the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head for which they wish to apply. Letters of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson Preference must be knowledgeable of the method of job evaluation position specific and the program within Nunavutshall remain valid for four (4) months. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons Leaves for the appealpurpose of clause must be one week or more in duration and include, but are not restricted to, employees on vacation, with and without pay leaves, sick leave, Long Term Disabilityand Workers' Compensation. -SELECTION OF EMPLOYEES Both parties recognize the benefit of providing opportunities for job improvement or advancement. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During (a) The Corporation and the Union shall, by January of each year, agree upon a Job Evaluation Referee. The parties agree that said Referee shall have a background in job evaluation, and will not have any conflict of interest regarding the matter under review. Should either party determine that a new Referee should be appointed for the following year, notice to the other party shall be given, in writing, during December of the current year. Such notice shall contain a list of individuals being proposed as Referee by the initiating party. Should the Referee withdraw for any reason during the term of this Agreementappointment, if the parties shall, within seven work days of such notification, agree upon a new or revised replacement. Should the parties agree that the Referee does not exhibit a satisfactory work ethic and/or disregards the established principles of these Job Evaluation System is implemented by the EmployerProcedures, the Employer Referee shall before applying the new or revised Job Evaluation Systembe replaced within seven work days of such decision, negotiate with the Union the rates pursuant to Article The cost 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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, Referee’s remuneration and personal expenses shall be shared equally by the Corporation and the Union. The Job Evaluation Referee will be used for assessing required to meet and make decisions on matters where consensus was not achieved by the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal Joint Job Evaluation Committee, or under Clause 34.04Article In the latter case, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together Referee need not consult with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their DepartmentJoint Job Evaluation Committee. The Deputy Head shall refer following procedure will be followed to resolve any matters before the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board.Referee, save and accept as provided for in Article (a) The Job Evaluation Appeal Board Referee shall consist of meet with the Joint Job Evaluation Committee to review the matter under consideration. If, following this meeting, the Committee can reach consensus, then the Referee will immediately issue a chairperson or chairpersons chosen by concurring decision. If consensus is not reached under the Employer Job Evaluation Referee will make decision(s) which will be final and binding on all parties. Such decision(s) shall be in writing to the Union. Each chairperson must be knowledgeable Chairperson of the method of job evaluation and Joint Job Evaluation Committee, who will forward it to the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptableCommittee, the Employer incumbent(s), the appropriate Department Head, the Personnel Department, and the Union are obliged within five working days of its receipt. If required, the job shall be assigned to meet within the appropriate Classification, retroactive to the commencement date of the new duties., All decisions and ratings of jobs shall be carried out in a reasonable period of time manner consistent with and relative to begin the selection process all other job rating decisions for a new chairpersonjobs covered by this programme. The parties must complete Job Evaluation Referee will, prior to any meeting with the selection process within sixty (60) days of either party providing notice of Joint Job Evaluation Committee, be forwarded all job documents or information to the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b)matter under review. In addition, the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to Referee will have the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard interview the incumbent(s) and explain the reasons for the appealsupervisory personnel. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During ‌ 36.01 If, during the term of this Agreement, if a another 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 Job Evaluation System to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's ’s decision will be retroactive to the date of application of the new rates. 34.02 36.02 There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or their designate, referred to in Clause 36.07, shall not be a member of the Job Evaluation Committee.‌ 36.03 All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. 36.04 During the term of this Collective Agreement Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out in by the Job Evaluation Manual, Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts and benchmark positions. (a) 36.05 Where an employee believes that his/her their position has been improperly evaluated and prior to filing an appeal under Clause 34.04Xxxxxx 36.07, the employee is encouraged to discuss the evaluation of his/her their position with his/her their supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) 36.06 Upon request the employee shall be provided a copy of the Statement of Duties job description for his/her their position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where 36.07 Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or their designate. The Chief Executive Officer of the Employer or their designate shall refer the appeal to the Job Evaluation Committee within fifteen (15) days of receipt of the appeal.‌ 36.08 The Job Evaluation Committee shall meet within thirty (30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. 36.09 The Job Evaluation Committee shall give the employee believes and/or the employee’s representative an opportunity to be heard and to explain the reason(s) for the appeal.‌ 36.10 The Job Evaluation Committee may determine that his/her position the employee’s evaluation is proper or determine that the employee has been improperly evaluated in their position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. 36.11 If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee may file an Appeal with until such time as that employee has been promoted, transferred, or the Deputy Head employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of their Department. The Deputy Head shall the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Committee’s decision. 36.12 Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:‌ (a) withdraw the appeal; (b) accept the decision of the Job Evaluation Committee; or (c) request that the Employer refer the Appeal appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) 36.13 The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen two (2) representatives appointed by the Employer and two (2) representatives appointed by the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) All members of the Job Evaluation Appeal Boardboard must be trained on the use of the job evaluation system. 36.14 The Job Evaluation Appeal Board shall meet within thirty (f30) days of receipt of an employee’s appeal; to hear the appeal. The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate extend this time limit up to the Board under the circumstances. an additional thirty (30) days.‌ 36.15 The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and and/or the Employer employee’s representative an opportunity to be heard and to explain the reasons reason(s) for the appeal. (g) 36.16 The Job Evaluation Appeal Board may by a unanimous decision determine that the position’s evaluation is inappropriate employee has been improperly evaluated in their position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Appeal Board’s decision within fourteen (14) days of the Job Evaluation Appeal Board hearing the appeal. (h) 36.17 The unanimous decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the that employee has been promoted, transferred transferred, or provided with a new Statement of Duties the employee’s job description is changed by the EmployerEmployer and has been re-evaluated. The unanimous decision of the Job Evaluation Appeal Board will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Appeal Board’s decision. 34.06 36.18 Should the Job Evaluation Appeal Board be unable to reach a unanimous decision, the employee shall, within fourteen days of receipt of the decision of the Job Evaluation Appeal Committee, either:‌ (a) withdraw the appeal; or (b) request that the Employer refer the appeal to a Job Evaluation Review Board. 36.19 The Job Evaluation Review Board shall consist of a representative of the Employer, a representative of the Union and an independent chairperson. All members of the Job Evaluation Review Board must be trained on the use of the Job Evaluation System 36.20 The Chairperson of the Job Evaluation Review Board shall be chosen by the Employer and the Union, where they fail to agree on the appointment of a Chairperson, the appointment shall be made by the Supreme Court of the Northwest Territories upon the request of either party.‌ 36.21 The Job Evaluation Review Board shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the reasons(s) for the appeal. 36.22 The Job Evaluation Review Board may, by a majority decision, either determine that the employee’s evaluation is proper or the Board may, by majority decision determine that the employee has been improperly evaluated in their position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Review Board’s decision within fourteen (14) days of the Job Evaluation Review Board hearing the appeal. 36.23 The majority decision of the Job Evaluation Review Board is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. The majority decision of the Job Evaluation Review Board will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Review Board’s decision. 36.24 The Employer and the Union shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson and each party shall bear its own expenses of every such review.‌ 36.25 An employee may withdraw his/her their appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During The University shall use the term Customized Questionnaire Program for the evaluation of this Agreementbargaining unit positions. No changes to the Program shall be implemented without with the Union. Such changes be reviewed by a appointed by the Management Committee, if a new or revised withequal representation each party. Representativeschosen by the Union may, upon request, receive training Human Resources the The Job Analyst appointed by the University shall classifypositions within the unit in accordancewith the Job Evaluation System is implemented by Subject to Article the EmployerJob Analyst shall considera review of any position where there has been a significant in the responsibilities, accountabilityor of the Employer position. Positions shall before applying be reviewed at once every fiveyears. The Department Head and the new or revised incumbent will notification Human Resources and be required to complete a Job Evaluation System, negotiate Request Such must be completed and by Human not later than the last day of February ofa year. No extensions will be authorized unless theEmployee is not with the Union farms at least twenty daysbefore the rates of pay and the rules affecting the pay of employees for the evaluations affectedcompleted are due. If the parties fail to reach agreement within sixty (60) days Should no change be evident no review will take place. in classifications from a review shall be from the date on which the Employer submits Job Evaluation Request Form and and complete supporting received by Resources. The Job Analyst may request additional to aid in the evaluation. will not alter the date for changes in classification. When a new or revised standard to position is created ajob description shallbe by Human Resources in with the Union, job description be a by Human Resourcesfor the Employer may apply the new rates of pay purposes posting and the Union may refer assigned will apply for a of one year. At such time, Human Resources shall provide the matter Department and the t with the necessary forms to arbitrationinitiate a formal evaluationof the position. The arbitrator's decision A Job Evaluation Form be by Human Resourcesnot later than the last day of No extensions will be retroactive to authorized. Following evaluation of a new position, adjustments in salary grouping will be made effectiveto the date of application hire. Once every months,employees may request a review of the new rates. 34.02 During the term of this Collective Agreement the Hay their job by Human Resources in duties and have changed significantlyenough to warrant a July I, to June review. A Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in Review Request Form must be received by Human Resources not later than the Job Evaluation Manual, last working day of Octoberof a given year. No extensions will be used for assessing the value of positions to which employees are assigned. (Should no significant be no review will take place. in classifications from a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 49.01 During the term of this Agreement, if a new or revised Job Evaluation System is implemented by the The Employer, the Employer shall before applying the new or revised Job Evaluation Systemsystem, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the evaluations evaluation 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 ’s decision will be retroactive to the date of application of the new rates. 34.02 (a) During the term of this Collective Agreement Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out in the Job Evaluation Manual, will be used for to assessing the value of positions to which employees are assigned. (b) Should a dispute arise between the Union and the Corporation concerning the results of job evaluation including the benchmark positions, the dispute will be resolved through the processes outlined in Clauses 49.03 and 49.04. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04clause 49.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties job description for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where (a) An employee who elects to file a job evaluation appeal will do so in writing to the employee believes that his/her position has been improperly evaluated President of the employee may file an Appeal with Corporation who will immediately forward a copy to the Deputy Head President of their Department. the Union. (b) The Deputy Head Employer shall refer the Appeal a job evaluation appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal BoardCommittee (JEAC). The JEAC shall be comprised of a representative of the Employer, a representative of the Union of Northern Workers and an independent Chairperson. All members of the JEAC must be trained in the use of the Job Evaluation System. (ac) The Chairperson of the Job Evaluation Appeal Board Committee shall consist of a chairperson or chairpersons be chosen by the Employer and the Union. Each chairperson must Where they fail to agree on the appointment of a Chairperson, the appointment shall be knowledgeable made by the Supreme Court of the method of job evaluation and Northwest Territories upon the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days request of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreementparty. (d) If there is The JEAC may meet in Hay River or some other place in the NWT that might seem appropriate to the JEAC. The JEAC shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the reason(s) for the appeal. Videoconferencing or teleconferencing may be utilized to allow the employee and/or the employee’s representative to be heard. The JEAC may solicit such other information as it considers necessary prior to making a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairpersondecision. (e) The Union and JEAC shall endeavour to hear a number of appeals at the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Boardsame sitting. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer JEAC shall each be represented determine, by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine majority decision, that the positionemployee’s evaluation is inappropriate proper or determine, by a majority decision, that the employee has been improperly evaluated in his/her position and determine the proper evaluation for the position. (hg) The decision of the Job Evaluation Appeal Board JEAC is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred transferred, or provided with a new Statement of Duties by until the Employeremployee’s Job Description has been materially changed. 34.06 49.05 An employee may withdraw his/her appeal at any time during the process described in this Article. 49.06 The Corporation shall be responsible for all costs of the Chair, the Employer representative and the Union representative of the JEAC. APPENDIX A HOURLY RATES OF PAY Effective January 1, 2005 APPENDIX A HOURLY RATES OF PAY Effective January 1, 2006 APPENDIX A HOURLY RATES OF PAY Effective January 1, 2007 APPENDIX B POLICY DIRECTIVES

Job Evaluation. 34.01 During 36.01 If, during the term of this Agreement, if a another 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 Job Evaluation System to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's ’s decision will be retroactive to the date of application of the new rates. 34.02 36.02 There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or his/her designate, referred to in Clause 36.07, shall not be a member of the Job Evaluation Committee. 36.03 All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. 36.04 During the term of this Collective Agreement Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out in by the Job Evaluation Manual, Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts and benchmark positions. (a) 36.05 Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.0436.07, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) 36.06 Upon request the employee shall be provided a copy of the Statement of Duties job description for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where 36.07 Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or his/her designate. The Chief Executive Officer of the Employer or his/her designate shall refer the appeal to the Job Evaluation Committee within fifteen (15) days of receipt of the appeal. 36.08 The Job Evaluation Committee shall meet within thirty (30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. 36.09 The Job Evaluation Committee shall give the employee believes and/or the employee’s representative an opportunity to be heard and to explain the reason(s) for the appeal. 36.10 The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in his/her position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (14) days of the Job Evaluation Committee hearing the appeal. 36.11 If accepted by the employee, the decision of the Job Evaluation Committee is binding on the Employer, the Union and the employee until such time as that employee has been improperly evaluated promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee may file an Appeal with being advised of the Deputy Head Job Evaluation Committee’s decision. 36.12 Following the decision of their Department. The Deputy Head shall the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either: (a) withdraw the appeal; (b) accept the decision of the Job Evaluation Committee; or (c) request that the Employer refer the Appeal appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) 36.13 The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen two (2) representatives appointed by the Employer and two (2) representatives appointed by the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) All members of the Job Evaluation Appeal Boardboard must be trained on the use of the job evaluation system. 36.14 The Job Evaluation Appeal Board shall meet within thirty (f30) days of receipt of an employee’s appeal; to hear the appeal. The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate extend this time limit up to the Board under the circumstances. an additional thirty (30) days. 36.15 The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and and/or the Employer employee’s representative an opportunity to be heard and to explain the reasons reason(s) for the appeal. (g) 36.16 The Job Evaluation Appeal Board may by a unanimous decision determine that the position’s evaluation is inappropriate employee has been improperly evaluated in his/her position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Appeal Board’s decision within fourteen (14) days of the Job Evaluation Appeal Board hearing the appeal. (h) 36.17 The unanimous decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the that employee has been promoted, transferred transferred, or provided with a new Statement of Duties the employee’s job description is changed by the EmployerEmployer and has been re-evaluated. The unanimous decision of the Job Evaluation Appeal Board will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Appeal Board’s decision. 34.06 36.18 Should the Job Evaluation Appeal Board be unable to reach a unanimous decision, the employee shall, within fourteen days of receipt of the decision of the Job Evaluation Appeal Committee, either: (a) withdraw the appeal; or (b) request that the Employer refer the appeal to a Job Evaluation Review Board. 36.19 The Job Evaluation Review Board shall consist of a representative of the Employer, a representative of the Union and an independent chairperson. All members of the Job Evaluation Review Board must be trained on the use of the Job Evaluation System 36.20 The Chairperson of the Job Evaluation Review Board shall be chosen by the Employer and the Union, where they fail to agree on the appointment of a Chairperson, the appointment shall be made by the Supreme Court of the Northwest Territories upon the request of either party. 36.21 The Job Evaluation Review Board shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the reasons(s) for the appeal. 36.22 The Job Evaluation Review Board may, by a majority decision, either determine that the employee’s evaluation is proper or the Board may, by majority decision determine that the employee has been improperly evaluated in his/her position and determine the proper evaluation for the position. The employee will be advised in writing of the Job Evaluation Review Board’s decision within fourteen (14) days of the Job Evaluation Review Board hearing the appeal. 36.23 The majority decision of the Job Evaluation Review Board is binding on the Employer, the Union and the employee until such time as that employee has been promoted, transferred, or the employee’s job description is changed by the Employer and has been re-evaluated. The majority decision of the Job Evaluation Review Board will be implemented within twenty eight (28) days of the employee being advised of the Job Evaluation Review Board’s decision. 36.24 The Employer and the Union shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson and each party shall bear its own expenses of every such review. 36.25 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During If, during the term of this Agreement, if a another 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 Job Evaluation System to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's ’s decision will be retroactive to the date of application of the new rates. 34.02 . There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. During the term of this Collective Agreement Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out in by the Job Evaluation Manual, Committee will be used for assessing the value of positions to which employees are assigned. (a) . Upon request, an employee shall be provided with access to the guide charts and benchmark positions. Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties job description for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where . Employees shall file job evaluation appeals to the employee believes that his/her position has been improperly evaluated Chief Executive Officer of the employee may file an Appeal with the Deputy Head of their DepartmentEmployer or hisher designate. The Deputy Head Chief Executive Officer of the Employer or designate shall refer the Appeal appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. Committee within fifteen (a1 5) days of receipt of the appeal. The Job Evaluation Appeal Board Committee shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60thirty.(30) days of either party providing notice receipt of an employee’s appeal to hear the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) appeal. The Job Evaluation Appeal Board Committee may sit in Iqaluit or some other place in Nunavut that might seem appropriate extend this time limit up to the Board under the circumstancesan additional thirty (30) days. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board .Committee shall give the employee and and/or the Employer employee’s representative an opportunity to be heard and to explain the reasons for the appeal. (g) . The Job Evaluation Appeal Board Committee may determine that the positionemployee’s evaluation is inappropriate proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. . The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (h14) The days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Appeal Board Committee is binding on the Employer, the Union and the employee until such time as the that employee has been promoted, transferred transferred, or provided with a new Statement of Duties the employee’s job description is changed by the Employer. 34.06 An Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee may withdraw his/her appeal at any time during being advised of the process described in this Article.Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:

Job Evaluation. 34.01 During The parties agree to the term establishment of this Agreementa Joint Job Evaluation Committee comprised of two (2)members of the Union and two Employer representatives. The Committee shall meet on an annual basis, if normally in June of each year. Where the Committee agrees that a significant change in job duties has occurred, the parties will attempt to agree upon a new or revised Job Evaluation System rate. Failing agreement, the matter may be referred to Arbitration. The Committee shall meet in and in It is implemented by the Employer’s current intention to continue the FLEX POLICY. In the event it is to be modified, a six week notice will be given to any individual Employee, or three month notice in writing to the Union in the event of cancellation. Collective Agreement Standby Personnel (A, B and C teams) The on-call supervisor is ultimately responsible for the safety of the crews and the public and must exercise his discretion at all times. It is the Employee’s responsibility to stay informed of the dates scheduled to be on call. The Employee must carry a pager when on call and ensure that both the Control Room and the On Call Supervisor has your pager and cell number. There will be a short meeting each Friday morning between the on call teams and the On Call Supervisor to exchange information. At this time, the Employer shall before applying Employee will ensure all information on the new or revised Job Evaluation Systemon-call board in the Control Room is correct (i.e. pager truck phone preferred method of contact etc.) Should the employee be unable to attend the morning meeting, negotiate he must contact the On Call Supervisor prior to the commencement of his on call. The Employee will report any abnormal circumstances conditions, such as mechanical, undue delays etc. to the On Call Supervisor and /the Control Room. Trading of on call is permissible providing the on call Supervisor is notified three days in advance, notwithstanding any unforeseen circumstances. In all cases, the On Call Supervisor must be notified of any changes to coverage. Leadhands should be replaced with the Union the rates of pay Leadhands wherever possible although it is acknowledged that there may be occasions when Employees who regularly relieve Leadhands may be required to fulfill standby requirements. Each individual is responsible for providing their own personal tools and the rules affecting the pay of employees for the evaluations affectedpersonal protective wear such as rubber gloves, glasses, etc. If the parties fail to reach agreement within sixty (60) days Tools are removed from the date trouble trucks 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 arbitrationa nightly basis. The arbitrator's decision Employee will be retroactive to the date of application of the new rates. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out carry in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, event the employee is encouraged directed to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in report to the job evaluation system. (b) Upon request site. The Employee shall clear calls as they are completed. In the employee shall be provided a copy event that an Employee is approaching hours worked, the Employee will notify On Call Supervisor. The driver of any hydro vehicle will complete and submit the Statement of Duties for his/her position together report in compliance with the point rating and Policy. Upon arrival at the rationale supporting service center, the point rating assigned. 34.04 Where prepare the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Departmenttruck. The Deputy Head shall refer Employee will radio the Appeal control room from the truck to obtain instructions. If "A" and teams are called, the first two people to arrive will go to the Department of Human Resources for resolution by a Job Evaluation Appeal Boardproblem area. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 33.01 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. 34.02 33.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04Xxxxxx 33.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 33.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (ed) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (fe) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (gf) The Job Evaluation Appeal Board may may, determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (hg) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 33.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 ‌ 47.01 During the term of this Agreement, if a new or revised Job Evaluation System is implemented by the The Employer, the Employer shall before applying the new or revised Job Evaluation Systemsystem, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the evaluations evaluation 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 ’s decision will be retroactive to the date of application of the new rates. 34.02 (a) During the term of this Collective Agreement Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out in the Job Evaluation Manual, will be used for to assessing the value of positions to which employees are assigned. (b) Should a dispute arise between the Union and the Corporation concerning the results of job evaluation including the benchmark positions, the dispute will be resolved through the processes outlined in Clauses 47.03 and 47.04. (a) Where an employee believes that his/her their position has been improperly evaluated and prior to filing an appeal under Clause 34.04clause 47.04, the employee is encouraged to discuss the evaluation of his/her their position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties job description for his/her their position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board.rating (a) An employee who elects to file a job evaluation appeal will do so in writing to the President of the Corporation who will immediately forward a copy to the President of the Union. (b) The Employer shall refer a job evaluation appeal to the Job Evaluation Appeal Board Committee (JEAC). The JEAC shall consist be comprised of a chairperson or chairpersons representative of the Employer, a representative of the Union of Northern Workers and an independent Chairperson. All members of the JEAC must be trained in the use of the Job Evaluation System. (c) The Chairperson of the Job Evaluation Appeal Committee shall be chosen by the Employer and the Union. Each chairperson must Where they fail to agree on the appointment of a Chairperson, the appointment shall be knowledgeable made by the Supreme Court of the method of job evaluation and Northwest Territories upon the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days request of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreementparty. (d) If there is The JEAC may meet in Hay River or some other place in the NWT that might seem appropriate to the JEAC. The JEAC shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the reason(s) for the appeal. Videoconferencing or teleconferencing may be utilized to allow the employee and/or the employee’s representative to be heard. The JEAC may solicit such other information as it considers necessary prior to making a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairpersondecision. (e) The Union and JEAC shall endeavour to hear a number of appeals at the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Boardsame sitting. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer JEAC shall each be represented determine, by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine majority decision, that the positionemployee’s evaluation is inappropriate proper or determine, by a majority decision, that the employee has been improperly evaluated in their position and determine the proper evaluation for the position. (hg) The decision of the Job Evaluation Appeal Board JEAC is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred transferred, or provided with a new Statement of Duties by until the Employeremployee’s Job Description has been materially changed. 34.06 47.05 An employee may withdraw his/her their appeal at any time during the process described in this Article. 47.06 The Corporation shall be responsible for all costs of the Chair, the Employer representative and the Union representative of the JEAC.

Job Evaluation. 34.01 During The Joint Job Evaluation Committee shall review the term job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include: site inspection by the Committee the Rating Manual (Schedule In making the determinations necessary for the rating of a job from the description of the job’s content, certain basic characteristics are considered to be inherent in the performance of all jobs, and are not considered in the evaluation of any job in this programme. These characteristics are honesty, integrity, normal discretion, reasonable care and attention, ordinary tact, and common courtesy, It is the content of the job that is being not the incumbent(s). Jobs are to be placed in the appropriate Factor Degree by considering the specific requirements of each job, the Factor definition, and the description of each Factor Degree. Workload is not a consideration when evaluating a job. No interpolation of Factor Degrees is to be made in the use of this Agreementprogramme (i.e. no insertion of a Factor rating that falls between the established Factor Degrees). The job description and rating of each job shall be relative to, if a new or revised consistent with, and conform to the Job descriptions and ratings of the benchmark jobs and all other jobs included in the Job evaluation programme. The Chairperson of the Joint Job Evaluation System is implemented Committee shall communicate all rating and/or other decisions made by the EmployerCommittee to the incumbent(s), the Employer shall before applying appropriate Department Head, the new or revised Job Evaluation SystemPersonnel Department, negotiate and the Union within ten working days of the Committee’s decision. two representatives of the Corporation, as selected by the Corporation one Chairperson, non-voting, appointed by the Personnel Department, following discussion with the Union Union members of the rates Joint Job evaluation Committee and any alternates appointed thereto shall be granted leave of absence with pay and without loss of seniority for periods of time spent meeting as part or on behalf of the rules affecting Joint Job Evaluation Committee, with such meetings being agreed to by said Committee, These members shall continue to have all the pay rights and privileges of employees the Collective Agreement. Such leave of absence shall be of sufficient duration for the evaluations affected. If the parties fail members 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 ratesdischarge their responsibilities. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During If, during the term of this Agreement, if a another 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 Job Evaluation System to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's ’s decision will be retroactive to the date of application of the new rates. 34.02 . There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. During the term of this Collective Agreement Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out in by the Job Evaluation Manual, Committee will be used for assessing the value of positions to which employees are assigned. (a) . Upon request, an employee shall be provided with access to the guide charts and benchmark positions. Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) . Upon request the employee shall be provided a copy of the Statement of Duties job description for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where . Employees shall file job evaluation appeals to the employee believes that his/her position has been improperly evaluated Chief Executive Officer of the employee may file an Appeal with the Deputy Head of their DepartmentEmployer or designate. The Deputy Head Chief Executive Officer of the Employer or designate shall refer the Appeal appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. Committee within fifteen (a15) days of receipt of the appeal. The Job Evaluation Appeal Board Committee shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty thirty (6030) days of either party providing notice receipt of an employee’s appeal to hear the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) appeal. The Job Evaluation Appeal Board Committee may sit in Iqaluit or some other place in Nunavut that might seem appropriate extend this time limit up to the Board under the circumstancesan additional thirty (30) days. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board Committee shall give the employee and and/or the Employer employee’s representative an opportunity to be heard and to explain the reasons for the appeal. (g) . The Job Evaluation Appeal Board Committee may determine that the positionemployee’s evaluation is inappropriate proper or determine that the employee has been improperly evaluated in position and determine the proper evaluation for the position. . The employee will be advised in writing of the Job Evaluation Committee’s decision within fourteen (h14) The days of the Job Evaluation Committee hearing the appeal. If accepted by the employee, the decision of the Job Evaluation Appeal Board Committee is binding on the Employer, the Union and the employee until such time as the that employee has been promoted, transferred transferred, or provided with a new Statement of Duties the employee’s job description is changed by the Employer. 34.06 An Employer and has been re-evaluated. If accepted by the employee, the decision of the Job Evaluation Committee will be implemented within twenty eight (28) days of the employee may withdraw his/her appeal at any time during being advised of the process described in this Article.Job Evaluation Committee’s decision. Following the decision of the Job Evaluation Committee, the employee shall, within fourteen days of receiving the decision of the Job Evaluation Committee, either:

Job Evaluation. 34.01 During It is agreed that there will be a Joint Job Evaluation Committee composed of one representative from the term Human Resource Services Branch, the Evaluation Committee Chairman of this Agreementthe Union and an Assistant, if and an additional Corporate appointee. The Union agrees to utilize an alternate on the when a Committee member’s position is being evaluated. Each member of the will be provided up to one hour during regular working hours, paid by the Corporation, to review the prior to the meeting scheduled to deal with that Under no circumstance will a Committee member discuss rating of a position with another Committee member prior to the meeting of the Evaluation will be based primarily on a Job Information Questionnaire The will base its rating on the contents of the The contents of the should be agreed by the and concerned prior to consideration by the Where duties which may result in material change are added to or deleted from a job, the source or destination of those duties must be documented. Any affected must be amended accordingly and presented to the at the same time. Following submission of the to the interviews with particular employees or managers will not be conducted by members of the without prior agreement by the In the case of a new job or revised existing job without an incumbent it will be the Corporation’s responsibilityto complete the Changes in duties for positions with incumbents, resulting in reclassification, shall not be construed as vacancies or new jobs. The Union agrees that temporary and part-time positions shall not be evaluated under the Job Evaluation System is implemented by except for the Employerpurposes of Pay Equity Legislation. Wherever possible, the Employer shall before applying Corporation agrees to utilize the new or revised Job Evaluation Systemposition titles listed in Schedule “ A and, negotiate with in any event, agrees to pay temporary and part-time employees at least the minimum rate as calculated from Schedule In consideration of this, 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 undertakes that no policy grievances will be retroactive submitted with respect to the date of application of the new rates. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board.Article (a) The Corporation shall prepare the Job Evaluation Appeal Board Information Questionnaire Where there is an incumbent in the job shall consist of a chairperson or chairpersons chosen have the opportunity to review and comment on the The shall be forwarded by the Employer and the Union. Each chairperson must be knowledgeable Director of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right Human Resource Services to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.the

Job Evaluation. 34.01 During the term of this Agreement, if a new or revised The Joint 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 committee exists for the evaluations affected. If the parties fail purpose of uniformly evaluating and appraising job classification according 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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be Manual used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee Pay Equity. The Committee shall be provided a copy composed of six (6) members: three (3) to represent the Statement of Duties for his/her position together with the point rating Corporation and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal three (3) to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and represent the Union. Each chairperson must be knowledgeable party shall elect or appoint their own representative and so notify the other party. All decisions of the method of job evaluation and the program within NunavutCommittee shall be by majority. Only one chairperson A quorum shall sit on any Appeal. be six (b6) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice members of the need Committee. Subject to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 completion of the Agreement. (d) If there is a period of time where there is no chairpersonsingle step review process, all Appeals decisions made by the Joint Job Evaluation Committee shall be held until binding upon the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the EmployerCorporation, the Union and the employee until 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 time as the employee has been promoted, transferred or provided with a new Statement of Duties request will be reviewed by the Employer. 34.06 An employee 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 withdraw his/her appeal request a verbal update on the status of the request for review of the position classification at any time 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 process described term of the Agreement, to provide certain clothing to employees covered by this Agreement on the basis set out in this ArticleSchedule 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 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 change shall be without loss of pay, but in any event no incumbent shall suffer a loss in wages by reason of technological change. Each employee shall receive an annual statement in March of vacation and sick leave credits.

Job Evaluation. 34.01 During 39.01 An employee=s position shall be classified in accordance with the term University Job Evaluation Procedures and the employee shall be notified in writing of this Agreement, if any change in the classification title or Band Level of his/her position. 39.02 Should it be necessary to develop a new classification or revised change an existing classification falling within the Bargaining Unit, the University shall advise the Union upon taking the action. 39.03 An employee who feels that his/her position is incorrectly classified may submit a request for job evaluation review. An employee will have access to the Aiken Plan to assist in his/her request for review. Copies of the Aiken Plan are available from the Department of Human Resources and the Union Office. 39.04 A request for job evaluation review shall not be considered on the grounds: (a) The duties assigned to the position are unchanged. (b) The scope of the duties and responsibilities have been improperly assigned by management. (c) The duties are assigned as a result of a temporary assignment. An employee may not request a review of a position to which he/she is temporarily assigned, except long term temporary assignment which will be addressed on an individual basis. 39.05 A request for job evaluation review shall be initiated by the employee completing and submitting a ARequest for Job Evaluation System is implemented by Review@ form to the EmployerDepartment of Human Resources. The completed Job Fact Sheet/Update must be submitted with the ARequest for Job Evaluation Review@ form. Supervisors and/or Deans/Directors/Department Heads will review and complete the applicable sections of the Job Fact Sheet/Update within ten (10) days of receipt of the document. The employee will complete the applicable section of the Job Fact Sheet/Update to say that he/she has read the supervisors= and/or Deans/Directors/Department heads comments and will forward the fully signed document to the Department of Human Resources. 39.06 Within ten (10) days from receipt of the ARequest for Job Evaluation Review@ and the Job Fact Sheet/Update, the Employer Department of Human Resources must acknowledge the request for review. 39.07 The Department of Human Resources will forward Job Fact Sheets/Updates, that contain disagreement in the comments section, to the Dispute Resolution Committee, for resolution prior to conducting the review. 39.08 The Department of Human Resources shall before applying conduct a review of each request, including the new or revised Job Evaluation Systemrating of the position using the Aiken Plan, 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 receipt of the required information. Within ten (10) days from the date on which the Employer submits the new or revised standard to the Unionposition is rated, the Employer may apply Department of Human Resources will notify the new rates employee of pay the ratings assigned to each of the factors under the Aiken Plan, the point total, the Band Level, the Band Level point range, the effective date, and any change in the Union may refer classification title assigned to his/her position. 39.09 If as a result of an employee=s request for review the matter to arbitration. The arbitrator's decision will position is reclassified, it shall be retroactive to the date of application of the new rates. 34.02 During the term of this Collective Agreement the Hay ARequest for Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in Review@ form and the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that hisFact Sheet/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to Update was received by the Department of Human Resources for resolution by in accordance with Article 39.05. Changes to a Job Evaluation Appeal Boardhigher Band Level will be processed in accordance with Article 21.12. (a) 39.10 If it is determined that the duties have been improperly assigned by management, reclassification will not apply. The Job Evaluation Appeal Board shall consist Department of a chairperson or chairpersons chosen by Human Resources will take necessary action including appropriately compensating the Employer and employee. The result is not appealable. 39.11 An employee may appeal the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairpersondecision, that party has the right of an employee initiated review, to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the EmployerCommittee, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.per Appendix H.

Job Evaluation. 34.01 During The job classification is shown in the term of this Agreement, if a new or revised Job Evaluation System Wage Schedule and Classification as Appendix "A" which 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. 34.02 During the term made part of this Collective Agreement and is signed for identification by the Hay Job Evaluation Guide Chartsparties hereto. All jobs are described in such a manner as to identify the duties of the job which will affect the evaluation. In a job opening the job description shall be used to describe the duties of the job. A copy of each job description will be provided to the Union within one (1) month. A job description is not a job assignment and employees may to do other duties which are not specified in their job description; however, any change in conjunction with benchmark positions as set out duties which becomes part of a job on a regular basis will be included in the job description, and the job description will be provided to the Union within one (1) month. Any new or changed jobs will be evaluated under the Job Evaluation Manual, Plan and classified. The Company shall advise the Union of all such evaluations. Such evaluation will be used for assessing effective on the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated date the new or changed job was first performed and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement job description will be given to the Union within one month. If as a result of Duties for his/her position together such evaluation the rate of the job is reduced and the employee continues to perform this changed job, they will continue to be paid the former rate and will not be forced off the job because of this higher rate. Once the employee begins to perform another job, their rate will be determined in accordance with the point rating other provisions of the collective agreement. A review Committee of two (2) employees will be appointed by the Union to discuss job descriptions and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal evaluations with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor soughtCompany. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer Company and the Union are unable to select a chairperson within agree on the sixty (60) day period description or evaluation fora new or changed job, the matter may be referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. Stage (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2111) of the remuneration and expenses of Grievance Procedure. No grievance may be initiated if more than forty-five (45) working days have elapsed from the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, time the Union and the employee until such time as the employee has been promoted, transferred or was provided with a new Statement copy of Duties by the EmployerCompany's job description and evaluation and such description and evaluation has been discussed at a meeting between the Company and the Union provided that this meeting is held within three (3) months after the Union has been provided with a copy of the Company's job description and evaluation. The provisions of and shall not apply to those jobs classified as trades jobs. Union notices will be posted on the Union notice boards. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During the term of this Agreement, if The Parties agree to form a new or revised Joint Job Evaluation System is implemented by Committee, composed of equal numbers of representatives of the Union and 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 whose mandate will be retroactive to the date of application of the new rates. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by develop a Job Evaluation Appeal Board. Plan. The number of representatives from either party shall not exceed four (a) 4). Union representatives shall be released, at full pay and benefits, from their positions to work as required on the committee. The Joint Committee will develop a Job Evaluation Appeal Board shall consist plan in accordance with this Memorandum of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairpersonAgreement, that party Once it has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptablecompleted its mandate, the Employer Joint Job Evaluation Committee will be disbanded. Where appropriate the Parties will make use of expert consultants who may investigate and the Union are obliged to meet within a reasonable period of time to begin the selection process assess options for a new chairpersonplan, measured against the agreed standards. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) Intent of the Job Evaluation Appeal Board. (f) Plan The Job Evaluation Appeal Board may sit parties agree that this job evaluation plan will be gender-neutral in Iqaluit or some other place in Nunavut that might seem appropriate to compliance with the Board under the circumstancesOntario Pay Equity Act. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons plan is solely for the appeal. (g) The purpose of establishing and applying objective criteria to new and existing jobs in our workplace; to determine the relative worth and to ensure that they are equitably ranked. Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and intended to determine the proper evaluation for ranking of a job, not the position. (h) The decision performance of the incumbent; neither does it include setting the rates of pay. Cost Impact of the Job Evaluation Appeal Board is binding Plan The Parties agree that cost impact will be completed prior to implementation of an agreed plan. Date for Completion of the Job Evaluation Plan The Joint Job Evaluation Committee shall report its findings and make its recommendations to its respective principals through the Joint Committee for the Administration of the Agreement not later than January * Date amended from January to January on September Dated this day of June Xxxxx Arab Xxxxx Xxxxxx Wiz Xxxx Xxxxxx Xxxxx Xxxx Xxxxx Carolina Xxxxxxx Xxxxx Ed Xxxxxxx Xxxxxx Xxxx Xxxx Guy Memorandum of Agreement re: Tuition Bursary APPENDIX D The parties agree that dependents of employees in the Employerbargaining unit shall be eligible to apply for a Tuition Bursary, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Articlethe Human Resources Policies.

Job Evaluation. 34.01 During The job classification is shown in the term of this Agreement, if a new or revised Job Evaluation System Wage Schedule and Classification as Appendix “A” which 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. 34.02 During the term made part of this Collective Agreement and is signed for identification by the Hay Job Evaluation Guide Chartsparties here- to. All jobs are described in such a manner as to identify the duties of the job which will affect the evaluation. In a job opening the job description shall be used to describe the duties of the job. A copy of each job description will be pro- vided to the Union within one month. A job description is not a job assignment and employees may be required to do other duties which are not specified in their job description; however, any change in conjunction with benchmark positions as set out duties which becomes part of a job on a regular basis will be included in the job description, and the job description will be provided to the Union within one month. Any new or changed jobs will be evaluated under the Job Evaluation Manual, Plan and classified. The Company shall advise the Union of all such evalu- ations. Such evaluation will be used for assessing effective on the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated date the new or changed job was first performed and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement job description will be given to the Union within one month. If as a result of Duties for his/her position together such evaluation the rate of the job is reduced and the employee continues to perform this changed job, they will continue to be paid the former rate and will not be forced off the job because of this higher rate. Once the employee begins to perform another job, their rate will be determined in accordance with the point rating other provi- sions of the collective agreement. A review Committee of two employees will be appointed by the Union to discuss job descriptions and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal evaluations with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor soughtCompany. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer Company and the Union are unable to select agree on the description or evaluation for a chairperson within new or changed job, the sixty (60) day period matter may be referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. Stage (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2III) of the remuneration and expenses of Grievance Procedure. No grievance may be initiated if more than forty-five working days have elapsed from the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, time the Union and the employee until such time as the employee has been promoted, transferred or was provided with a new Statement copy of Duties by the EmployerCompany’s job description and evaluation and such description and evaluation has been dis- cussed at a meeting between the Company and the Union provided that this meeting is held within three months after the Union has been provid- ed with a copy of the Company’s job description and evaluation. The provisions of and shall not apply to those jobs classified as trades jobs. UNION NOTICES Union notices will be posted on the Union notice boards. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During the term A joint job evaluation committee, consisting 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 labor and the rules affecting the pay of employees for the evaluations affected. If the parties fail management co-leaders and up to reach agreement within sixty two (602) days representatives (and up to two (2) alternates) 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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manualeach party, will be used for assessing review the value job descriptions and revisions of positions to which employees are assigned. (a) Where an employee believes that all bargaining unit jobs. No committee member may review, evaluate, or deliberate on his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the own job evaluation system. (b) Upon request the employee description. The committee’s review shall be provided a copy made on the basis of internal equity, industry standards, relevant community labor market data, and any pertinent scope of practice regulations (see national agreement on scope of practice). The committee will seek input on job descriptions from bargaining unit members as needed. The committee will be supported by internal and/or external compensation professionals as needed. Please also refer to the Statement national agreement on union representation of Duties for his/her position together with new positions. The committee will report to the point rating Union and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head Employer within two (2) weeks of reaching their Departmentconclusions. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet will make a decision within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty twenty (6020) days of either party providing notice of the need to select a new chairperson. (c) If receiving these conclusions. In making decisions the Employer and Union will consider internal equity, industry standards, labor market data and the Union are unable to select a chairperson within financial impact on the sixty (60) day period referred to in Clause 34.05(b), organization. If both the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer agree to a modification in grade for a position, that modification shall each pay one-half (1/2) of the remuneration be made, and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and Employer will discuss the employee effect of the grade change on the individuals currently in that job classification. Employees whose wages are in excess of those established in the classification system will be red-circled at their present wage rate until such time as the employee has been promotedwages for that job classification equal the red-circled employees' rate of pay. Any disputes may be appealed to Step 2 of the grievance process as defined in Article 12. If there is no mutual agreement at Step 2, transferred the parties may go to arbitration or provided may seek a mutually agreeable expert in the compensation field (with a new Statement the costs of Duties such expert to be shared by the Employerparties) to review the issue. The decision of the parties, arbitrator, and/or outside expert will be based upon internal equity, labor market data, and industry standards. Notebooks with job descriptions will be placed in the administrative office at each center and made available to bargaining unit employees. The Job Evaluation Committee will complete its 2000 work by 12/15/00 and its 2001 work by 6/30/01. The Union and Employer will make a final decision by 7/31/01. Any portion of the designated equity funds which are not spent as a result of 2000 job reclassifications will be carried over and available for 2001 reclassifications. If the funds ($190,000, which is equal to .32% of total payroll) are not fully utilized during 2000 and 2001 they will be converted to ATB adjustments for the bargaining unit effective with the first pay period following 7/31/01. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During the term of this Agreement, if a new or revised The Gender-Neutral 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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, Plan will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated when reviewing and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor evaluating all existing or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Departmentnew jobs. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall Board agree to adopt the following process: The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%)of the jobs covered by the Plan in each pay one-half (1/2) subsequent year. Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. The results of the remuneration survey will be reviewed by the Joint Job Evaluation Committee and expenses if substantial change has occurred to a position, job description will be updated and re- evaluated in accordance with the established Gender-Neutral Job Evaluation procedure. School District No. (Gold Trail) Whenever the employer changes the duties, responsibilities or qualifications of a job or the feel that the duties, responsibilities or qualifications of have been changed, or that the job description does not reflect the duties, responsibilities or qualifications of the Chairperson(s) job, the following procedures shall be followed: The or the may request a job evaluation review by completing and submitting a Job (attached), a completed Job analysis Questionnaire and revisions to the job description. The applicant must show which of the above three criteria to the application for consideration. A maximum of three (3) job descriptions to be under review at any one time. This number can be increased by agreement. Reviews will be initiated within thirty (30) days of the written request. Upon receipt of a completed Job the Committee shall proceed to gather accurate, up-do-date information on the job. The gathering of information shall involve requesting the and supervisor to complete an up-to-date Job Analysis Where further information is required, interviews shall be held with incumbents and/or supervisors visits to the job site. Based on this the shall update the job description, as necessary. Where it has been determined by the that the job description has changed, the job shall be rated by the using the Gender-Neutral Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to procedure. A new rating for the Board under the circumstancesjob shall be established. The employee and supervisor shall be advised of the Employer shall each be represented by a single representative before Committee's decision per the Job Evaluation Appeal BoardAdvice (attached). The Board rating of the job shall give determine the employee and the Employer an opportunity to be heard and explain the reasons pay rate for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.job. Female Dominated Job

Job Evaluation. 34.01 During The parties agree that a Dispute Resolution Board chaired by Xxxxxxx be established forthwith under the term civilian collective agreements for the purpose of finally determining such issues as may remain outstanding between them as of the date of the hearing. The parties agree to use their best efforts to ensure that the hearing commence as soon as the Arbitrator's schedule permits. Between the date of ratification and the date of the hearing the parties shall continue to meet with a view to agreeing on all outstanding job evaluation implementation issues, the establishment of pay classes and the point spreads and wage rates to be assigned to each pay class, the appropriate length of time for the periodic review by the Job Evaluation Committee of each job and the process to be used for resolving job evaluation disputes under Art. of the civilian collective agreements. The full implementation of the award and the terms of this Agreementjob evaluation settlement (including the costs associated with clause shall result in an increased cost to the Board of not more than of the total annual regular straight time wages of the civilian complement Units A, D and E as of January at the rates in effect at that time. The parties agree that the following issues are resolved and shall not be subject to further negotiation in subsequent discussions between the parties and, if the matter proceeds to arbitration, shall form part of the arbitration award: no member on strength as of the date of the implementation of the job evaluation system shall have wages decreased either on a temporary or permanent basis as a result of job being assigned to a lower pay class. Specifically, the parties agree that an incumbent in a job which may be assigned to a lower pay class shall continue to receive the pay rate of former pay class as it may exist from time to time inclusive of all wage increases negotiated in this settlement and in all future settlements) at the appropriate step until the member ceases to be a member of the police service or moves to a new or revised job with the police service; the points already agreed to by the Job Evaluation System is implemented Committee or determined by the Employer, Referee Xxxxx are not in dispute and any job ratings that are still in dispute shall be determined by until the Employer shall before applying award of the new or revised Job Evaluation System, negotiate with Board is issued. Implementation of 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 job evaluation system will be retroactive to the date of application of the new rates. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, January and will be used for assessing phased in over the value of positions period from January to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.December

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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by 901 Whereas the Employer and the Union. Each chairperson must be knowledgeable Union mutually agree that the process of Job Evaluation is a fair and equitable method of assessing the relative worth of the method positions covered in this Agreement, the parties to this Agreement have established a Joint Evaluation Program which will continue to be maintained in accordance with the agreed-to letter of job evaluation and understanding signed between the program within Nunavutparties on May 3, 1991. Only one chairperson shall sit on any Appeal. (b) Should either 902 During the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptablelife of this Agreement, the Employer and the Union are obliged will continue to meet within with a reasonable period of time view to begin maintaining the selection process for a new chairpersonbest possible evaluation plan making whatever mutually agreed changes are necessary to ensure same. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If 903 Both the Employer and the Union are unable shall, upon request, be supplied with all the documentation, new and existing evaluation results and job descriptions as this material relates to select a chairperson within the sixty (60) day period referred Evaluation Program. 904 All classifications created after the establishment of the Joint Job Evaluation Program shall be subject to in Clause 34.05(b)the Plan and the appropriate salary rate for the new classifications shall be determined through the evaluation program. If the classification begins before the position is evaluated, the issue may Employer will establish a salary to be submitted by either party effective until the results of evaluation are known. The salary rate determined through evaluation will be made retroactive to arbitration under the terms prescribed in Article 35 start of the Agreement. (d) position. 905 If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a any new chairperson. (e) The Union and wage classification or rate established by the Employer shall each pay one-half (1/2) is changed through the process of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to by the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the arbitrator as outlined in the letter of understanding between the parties of May 3, 1991, the revised classification or rate and payment shall become retroactive to the time of the original establishment in the case of a new position or to the date an appeal was requested in the case of appeals. 906 At any time after an employee has been in a new classification for three (3) months, she shall have the right to request a review of her classification, if she feels that the duties of the job have substantially changed from those of the classification job description. 907 The Employer will examine the duties of the employee, create a new job description and will submit the new job description to the Joint Job Evaluation Appeal Board Committee for evaluation. The process of evaluation will determine the appropriate salary range. 908 If the decision given in 907 is binding on not satisfactory, the Employer, the Union and or the employee until such time may initiate an appeal as outlined in the employee has been promotedletter of understanding between the parties of May 3, transferred or provided with 1991. 909 Any dispute as to whether a new Statement of Duties or revised classification falls within the bargaining unit shall be referred to the Manitoba Labour Board for determination. 910 It is understood and agreed by the Employer. 34.06 An employee may withdraw his/parties of this Agreement, that no incumbent covered by this Agreement, shall have her appeal at remuneration reduced by any time job evaluation procedures during the process described term of this Agreement. Incumbent rates of pay covered in this Articlethe above shall be referred to as out of schedule rates.

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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board Committee shall consist of a chairperson or chairpersons chosen by evaluate all newly created positions prior to posting in the bargaining unit and any positions with substantive changes in duties using the Hay Group Job Evaluation Method (HGJEM) which was used in the 2011/12 Job Evaluation Project and in accordance with this Article. The Committee may also make recommendations to the Union and Employer regarding the job evaluation process and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any AppealHGJEM. (b) Should The Job Evaluation Committee shall consist of two (2) members of the Local and the Union’s Employee Relations Officer and four (4) Employer representatives, one of which shall act as Voting Chair. The Employer will ensure new members and members’ alternates to the Committee are trained by the Hay Group on the HGJEM system at the Employer’s expense. (c) Employees serving on the Job Evaluation Committee shall receive time release from regularly scheduled work to attend the committee meetings subject to operational requirements and shall continue to be regularly compensated. (d) Members of the Job Evaluation Committee shall have access to the job descriptions, job rationale rating sheets, and the factor and total point scores of all bargaining unit positions evaluated using the HGJEM system. 29.2 The Union may require that a position be evaluated if they feel there have been substantive changes to an Employee’s job duties or responsibilities. The Union will advise the Director of Human Resources in writing. (a) Members of the Job Evaluation Committee shall be provided with necessary documentation five (5) Business Days before a meeting is scheduled to evaluate the position. The Job Evaluation Committee may contact or request the presence of the Manager or Supervisor of the position and/or the Employee in the position, and/or may request further information to assist the Committee in its work. (b) The Job Evaluation Committee shall evaluate the position within two (2) calendar months after receipt of the request for job evaluation. (c) The Job Evaluation Committee shall try to reach consensus on a job evaluation rating of a position. However, should a vote be necessary and the Chairperson has cast the deciding vote, and either the Union or the Employer become dissatisfied with any chairpersonfinds the Chair decision not acceptable, that party has they may refer the right matter to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreementjob evaluation appeal process. (d) If there is a period of time where there is no chairpersonThe Union, all Appeals the Employee and Manager or Supervisor shall be held until notified and provided reasons in writing of the parties have agreed upon a new chairpersonoutcome of the job evaluation within five (5) Business Days of the committee’s decision. (ea) The Union and Results of a review may be appealed to the Employer shall each pay one-half Joint Job Evaluation Committee (1/2JJEC) within twenty (20) working days of the remuneration and expenses receipt of the Chairperson(s) of the Job Evaluation Appeal Boardevaluation result. (fb) The Level 1 Appeal: A completed Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate Appeals Form shall be forwarded to Human Resources within twenty (20) working days of the Board under receipt of the circumstancesevaluation results. The employee and chair of the Employer shall each be represented by a single representative before JJEC may request additional information to aid in the Job Evaluation Appeal Boardevaluation. The Board shall give JJEC may require an Employee and Department Head to appear before it, to present and/or clarify materials received from Human Resources. In the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine case that the position’s evaluation is inappropriate and determine agreement cannot be reached within the proper evaluation for JJEC at the positionXxxxx 0 Xxxxxx xxxxx, xx will proceed to a Xxxxx 0 Xxxxxx. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During The job classification is shown in the term of this Agreement, if a new or revised Job Evaluation System Wage Schedule and Classification as Appendix “A” which 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. 34.02 During the term made part of this Collective Agreement and is signed for identification by the Hay Job Evaluation Guide Chartsparties hereto. All jobs are described in such a manner as to identify the duties of the job which will affect the evaluation. In a job opening the job description shall be used to describe the duties of the job. A copy of each job description will be provided to the Union within one month. A job description is not a job assignment and employees may be required to do other duties which are not specified in their job description; however, any change in conjunction with benchmark positions as set out duties which becomes part of a job on a regular basis will be included in the job description, and the job description will be provided to the Union within one month. Any new or changed jobs will be evaluated under the Job Evaluation Manual, Plan and classified. The Company shall advise the Union of all such evaluations. Such evaluation will be used for assessing effective on the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated date the new or changed job was first performed and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement job description will be given to the Union within one month. If as a result of Duties for his/her position together such evaluation the rate of the job is reduced and the employee continues to perform this changed job, he will continue to be paid the former rate and will not be forced off the job because of this higher rate. Once the employee begins to perform another job, his rate will be determined in accordance with the point rating other provisions of the collective agreement. A review Committee of two employees will be appointed by the Union to discuss job descriptions and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal evaluations with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor soughtCompany. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer Company and the Union are unable to select agree on the description or evaluation for a chairperson within new or changed job, the sixty (60) day period matter may be referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. Stage (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2Ill) of the remuneration and expenses of Grievance Procedure. No grievance may be initiated if more than forty-five working days have elapsed from the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, time the Union and the employee until such time as the employee has been promoted, transferred or was provided with a new Statement copy of Duties by the EmployerCompany’s job description and evaluation and such description and evaluation has been discussed at a meeting between the Company and the Union provided that this meeting is held within three months after the Union has been provided with a copy of the Company’s job description and evaluation. The provisions of and shall not apply to those jobs classified as trades jobs. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During the term of this Agreement, if a new or revised The Job Evaluation System (previously adopted by both Parties for Pay Equity) is implemented the system that is to be used by the EmployerParties in evaluating the relative worth of jobs falling within the scope of the bargaining unit Individual job classifications and salary rates will be in accordancewith Schedule “A” of this Collective Agreement. The Parties may, by mutual agreement in writing, modify any aspect of the Employer Job Evaluation System in order to bring about improvements in the implementation and maintenance of the system. All new and revised job descriptions submitted to the Evaluation Committee shall before applying be evaluated by the new or revised Committee in accordance with the Job Evaluation System. Revised job description evaluation requests shall be considered twice each year, negotiate with approximately mid-April and jobs shall be evaluated at the time of establishment. There will be an Evaluation Committee composed of six persons: three representatives of the Board of Education, and three appointees from the Union (at least one representative from each of Operations and Maintenance). The Evaluation Committee shall consider all requests for evaluation of job descriptions for new positions created within the rates bargaining unit and for re-evaluation of pay and revised job descriptions for existing positions. Each Party will notify the rules affecting other Party in writing of its appointees to this Committee. Each member of the pay Committeewill commit themselvesto a minimum of employees three (3) years in the interest of continuity. Training on the Job Evaluation System for the evaluations affectedUnion appointees will be done at no cost to the Board. SCHEDULE JOB EVALUATION An employee who feels that there has been a significant change in the duties or responsibilities of their position shall confirm such changes with their Department Head. Where the DepartmentHead does not confirm the changes, the employee may appeal that decision to the appropriate Superintendent of Education. The decision of the appropriate Superintendent may be the subject of a grievance. 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 Unionchanges are confirmed, 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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request then the employee shall be provided required to complete a copy revised job description and Job Fact Sheet in collaboration with their immediatesupervisor. Once the revised job description and Job Fact Sheet have been signed by the employee, the immediate supervisor and all other incumbents in the same position, these documents shall be forwarded to the Manager of Employee accompanied by a completed Job Re-EvaluationRequest Form. Requestsfor job re-evaluations are to be submitted either by April 1st or October 1st each year. Salary increases resulting from the re-evaluation shall be made effective the beginning of the Statement pay period following the date that the Manager of Duties for his/her position together with Employee received both the point rating revised Job Description and the rationale supporting the point rating assignedCompleted Job Fact Sheet. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable to select a chairperson within the sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2) of the remuneration and expenses of the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties by the Employer. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During AND CLASSIFICATION 1. The evaluation of any work will be done on the term basis of the Company Job Rating Plan. 2. The Company will train the Union’s Job Evaluation Specialist and Alternate on the Company’s Job Rating Plan, which will remain unchanged during the life of this Agreement. The Union Job Evaluation Specialist or Alternate will be involved in the evaluation process. 3. The Company will provide the Union with copies of its job descriptions for all bargaining unit classifications. In the event that new job classifications are created, if the Union will be notified and will receive a job description when such is prepared. 4. When a new or revised Job Evaluation System job is implemented created, e.g. a new position is created to perform activities not currently performed by the Employerothers, the Employer shall before applying will set the job grade and agrees to discuss with the Union’s Job Evaluation Specialist its rationale for the grade, including the Job Rating Plan data. Vacancies within the new or revised Job Evaluation System, negotiate job(s) shall be posted with sufficient description of the Union work to be performed within thirty (30) working days of 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 start-up of the new rates. 34.02 During job and any experience gained as a result of a temporary assignment will not be the term determining factor for awarding the position. The posting will be filled in accordance with the job posting provisions of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their DepartmentAgreement. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer and the Union are unable fail to select agree on the new grade or a chairperson classification for such new position, a grievance may be filed at Step 2 by the Union. 5. When an existing job is substantially modified either by restructure or by evolution of duties over time, the Company may initiate, or the Employee may request, a reevaluation via the Job Rating Plan. Employees shall make their request by completing the Company provided request form and submitting to their supervisor. The supervisor shall respond within 5 working days. The Union will be given a copy of the employee’s request or be notified if the Company is self-initiating such a review. If the employee is not satisfied with the decision of the supervisor, s/he may initiate a grievance beginning at Step 1 of the grievance procedure. 6. All approved requests for job re-evaluation or Company initiated re-evaluations will be completed within sixty (60) day period referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreementworking days. (da) If there is a period of time where When there is no chairperson, all Appeals shall be held until change in the parties have agreed upon grade as a new chairpersonresult of an evaluation there is no change to the status of the incumbent employee(s). (eb) The Union When the evaluation results in a higher grade the incumbent receives the higher grade and the Employer shall each pay one-half (1/2) of rate change retroactive to the remuneration and expenses of date the Chairperson(s) of the Job Evaluation Appeal Boardmost recent request form was submitted. (fc) The Job Evaluation Appeal Board may sit When the evaluation results in Iqaluit or some other place in Nunavut that might seem appropriate a lower grade the incumbent will be given the opportunity to exercise their seniority and be treated as if surplused OR remain on the Board under job and accept the circumstanceslower grade. The If the employee does stay and accept the lower grade, they shall retain Recall to Grade rights. If the Employer and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity Union fail to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding agree on the Employeroutcome of a reclassification study, the Union and the employee until such time as the employee has been promoted, transferred or provided with a new Statement of Duties grievance may be filed at Step 2 by the EmployerUnion. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.

Job Evaluation. 34.01 During The job evaluation is shown in the term Salary Schedule and Evaluation as Appendix "A", which is made part of this Agreementthe Agreement and is signed for identification by the parties hereto. All jobs are described in such a manner as to identify the duties of the job which will affect the evaluation. In a job opening the job description shall be used to describe the duties of the job. A copy of each job description will be provided to the Union within one (1) month. A job description is not a job assignment and employees may be required to do other duties which are not specified in their job description; however, if any change in duties which becomes part of a job on a regular basis will be included in the job description, and the job description will be provided to the Union within one (1) month. Any new or revised Job Evaluation System is implemented by changed jobs will be evaluated (see Letter of Agreement). The Company shall advise the Employer, Union of such evaluations. Such evaluations will be effective on the Employer shall before applying date the new or revised Job Evaluation System, negotiate with the Union the rates of pay changed job was first performed 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. 34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. (a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system. (b) Upon request the employee shall be provided a copy of the Statement job description will be given to the Union within one (1) month, If as a result of Duties for his/her position together such evaluation the rate of the job is reduced and the employee continues to perform this changed job, they will continue to be paid the former rate and will not be forced off the job because of this higher rate. Once the employee begins to perform another job, their rate will be determined in accordance with the point rating provisions of the collective agreement. A Review Committee of two (2) employees will be appointed by the Union to discuss job descriptions and the rationale supporting the point rating assigned. 34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal evaluations with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board. (a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal. (b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor soughtCompany. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson. (c) If the Employer Company and the Union are unable to select agree on the description or evaluation for a chairperson within new or changed job, the sixty (60) day period matter may be referred to in Clause 34.05(b), the issue may be submitted by either party to arbitration under the terms prescribed in Article 35 of the Agreement. stage (d) If there is a period of time where there is no chairperson, all Appeals shall be held until the parties have agreed upon a new chairperson. (e) The Union and the Employer shall each pay one-half (1/2111) of the remuneration and expenses of Grievance Procedure. No grievance may be initiated if more than forty-five (45) working days have elapsed from the Chairperson(s) of the Job Evaluation Appeal Board. (f) The Job Evaluation Appeal Board may sit in Iqaluit or some other place in Nunavut that might seem appropriate to the Board under the circumstances. The employee and the Employer shall each be represented by a single representative before the Job Evaluation Appeal Board. The Board shall give the employee and the Employer an opportunity to be heard and explain the reasons for the appeal. (g) The Job Evaluation Appeal Board may determine that the position’s evaluation is inappropriate and determine the proper evaluation for the position. (h) The decision of the Job Evaluation Appeal Board is binding on the Employer, time the Union and the employee until such time as the employee has been promoted, transferred or was provided with a new Statement copy of Duties by the EmployerCompany's job description and evaluation and such description and evaluation has been discussed at a meeting between the Company and the Union provided that this meeting is held within three (3) months afterthe Union has been provided with a copy of the Company's job description and evaluation. Union notices are to be posted on the Union notice board. 34.06 An employee may withdraw his/her appeal at any time during the process described in this Article.