JOB RATING. 184 The Job Rating Committee shall consist of two (2) members of the Union, and at least two (2) members of the Company. Continuity of experience in job rating is intended so that proper administration of the plan will result. When a new job develops, or the requirements of an old job change the job content, the job shall first be standardized as to methods of production, tooling and equipment etc. Within thirty (30) calendar days after the job is standardized and is functioning satisfactorily as to quality and quantity, the Job Rating Committee will rate out the job. The Job Rating Committee will schedule its regular meeting dates in advance on a monthly frequency. Based on the number and the urgency of pending ratings, the parties may schedule an interim meeting by mutual agreement.
JOB RATING. Any new position created by the Board or changes to an existing position’s rating shall have the rate of pay set by mutual agreement of the parties to this agreement. The rates shall be jointly negotiated. In the event of failure to agree on the rates of pay, the matter shall be resolved pursuant to the arbitration procedure.
JOB RATING. 14:01 Third-Class Engineers temporarily assigned to perform duties of a higher rated job will receive the rate of the higher classification. Second-Class Engineers temporarily assigned to perform the duties of a lower rated job will retain their normal hourly rate of pay for such assignments.
JOB RATING. A Job Rating Committee to review position ratings only shall be constituted as follows: Up to two members to be appointed by the Employer. Up to two members to be appointed by the Union. Applications for review of position rating by either the Employer or the Union shall be submitted to the Medical Officer of Health. Position ratings will be reviewed within sixty (60) days of the application. Any adjustments in pay shall be retroactive to the date the Committee established as the beginning date of the change in the position. In no case shall retroactive pay be awarded prior to January 1st in any one year. All decisions of the Job Rating Committee shall be empowered solely to adjust job ratings as a result of demonstrated increased responsibility or superior job requirements and shall not be required to alter position descriptions for meritorious performance. Any employee shall have the right to appear before the Job Rating Committee.
JOB RATING. Any new position created by the Employer or changes to an existing position’s rating shall have the review of the rate of pay as per the current mutually agreed upon Job Evaluation Process format. In the event of failure to agree on the rates of pay, the matter shall be resolved pursuant to the arbitration procedure.
JOB RATING. 1. The employer is affiliated to one of the following national job rating committees:
a. the Job Rating Objections Committee for catholic primary schools, special secondary schools, secondary schools and central service organisations (Bezwarencommissie Functiewaardering voor het Katholiek Basisonderwijs), (Voortgezet) Speciaal Onderwijs, Voortgezet Onderwijs en Centrale Diensten;
b. the Job Rating Objections Committee for protestant and non- denominational privately-run primary and secondary schools (Bezwarencommissie Functiewaardering voor het Christelijk en Algemeen Bijzonder Primair en Voortgezet Onderwijs);
c. the Educational Disputes Association (Stichting Onderwijsgeschillen) General Job Rating Objections Committee for primary schools, secondary schools and special secondary schools (Algemene Bezwarencommissie Functiewaardering PO, VO en BE);
d. a Job Rating Objections Committee for secondary schools, to be designated by the parties.
2. For the rating of non-model jobs, the employer will make use of advisors with FUWA-VO certification issued by the Association for Educational Personnel Instruments (Stichting Personeelsinstrumenten Onderwijs ).
3. Jobs to which the statutory requirements for teaching appointments apply, will be rated at the level of salary scale LB or higher.
4. Employees placed on the basis of FUWA-VO 2010 in a job in a lower scale than their existing job, will keep their former salary, with the same salary prospects, as long as they are employed by the same employer.
JOB RATING. 150 The Job Rating Committee shall consist of three (3) members of the Union, and at least three (3) members of the Company. Continuity of experience in the job rating plan is intended so that proper administration of the plan will result. When a new job develops, or the requirements of an old job change to change the job content, the job shall first be standardized as to methods of production, tooling and equipment, etc. Within thirty
JOB RATING. 180 The Job Rating Committee shall consist of two (2) members of the Union, and at least two (2) members of the Company. Continuity of experience in job rating is intended so that proper administration of the plan will result. When a new job develops, or the requirements of an old job change the job content, the job shall first be standardized as to methods of production, tooling and equipment etc. Within thirty (30) calendar days after the job is standardized and is functioning satisfactorily as to quality and quantity, the Job Rating Committee will rate out the job. The Job Rating Committee will schedule its regular meeting dates in advance on a monthly frequency. Based on the number and the urgency of pending ratings, the parties may schedule an interim meeting by mutual agreement. 181 In the event of a disagreement between the Company and Union members of the Job Rating Committee on the job content of a • Plus 2 Tier (Single/Family) Plan — The Current Chart Hourly Healthcare plan with NO PLAN DESIGN CHANGES at a 20% Employee cost share plus 100% of the premium difference between the Chart Hourly Basic Health Care Plan and the Chart Hourly Plus Health Care Plan during this period.
