JOB TITLES AND CLASSIFICATIONS Sample Clauses

JOB TITLES AND CLASSIFICATIONS. Section 1. Effective Autumn Quarter 2004, ASEs will be placed into titles and pay classifications based on the nature of job duties and qualifications as follows: Title/Pay Classification Occupation Code Salary Job Duties Standard Qualifications Reader/Grader 0886 Hourly Range Non- teaching/research academic assistance Undergraduate or Graduate Student Tutor 0887 Hourly Range Tutoring Undergraduate or Graduate Student UG Teaching Assistant 0868 Hourly Range Assist in teaching Undergraduate Student UG Research Assistant 0869 Hourly Range Assist in research Undergraduate Student Stipend Grad Trainee C 0859 Stipend per Grant Research Graduate Teaching Assistant 0817 Base Teaching Premaster Predoctoral Teaching Associate I 0816 Base + 7.5% Teaching Postmaster or equivalent Predoctoral Teaching Associate II 0815 PDTA I + 7.5% Teaching Candidate Predoctoral Instructor 0804 PDTA II Minimum Teaching own class Candidate Predoctoral Lecturer 0805 PDTA II Minimum Teaching own class Pre-candidate and previous appointment as Assistant Professor or Equivalent Research Assistant 0847 Base Research Premaster Predoctoral Research Associate I 0846 Base + 7.5% Research Postmaster or equivalent Predoctoral Research Associate II 0845 PDRA I + 7.5% Research Candidate Predoctoral Researcher 0844 PDRA II Minimum Research Individually determined Staff Assistant 0857 Base Non- teaching/research Premaster academic assistance Predoctoral Staff Associate I 0856 Base + 7.5% Non- teaching/research academic assistance Postmaster or equivalent Predoctoral Staff Associate II 0855 PDRA I + 7.5% Non- teaching/research academic assistance Candidate Summer Only Graduate Research Student Assistant 0854 Hourly Rate based on equivalent %FTE Rate* Research Graduate *The GRSA Rate shall be calculated by multiplying the monthly salary for a %FTE Research Assistant by three and then dividing the product by 220. Section 2. ASEs shall be appointed to the highest title and pay classifications for which they are eligible based on job duties, degree standing and experience, as described in Section 1. ASEs may be appointed to a higher title and pay classification at the discretion of the Department or Hiring Unit. In making promotional decisions, Departments and Hiring Units are encouraged to take an ASE’s job experience and performance into account as well as degree standing. Section 3. ASEs who meet the standard qualifications described above and who are assigned to teach their own courses shall be class...
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JOB TITLES AND CLASSIFICATIONS. CLASS JOB TITLE
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JOB TITLES AND CLASSIFICATIONS. The parties agree to review existing graduate-level job titles/classifications for the purpose of clarifying eligibility and ensuring automatic progression through the classification steps and improving the efficiency, flexibility, and accuracy of the classification system. This review shall begin no later than thirty (30) days after the effective date of the Agreement.
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JOB TITLES AND CLASSIFICATIONS. 18.1. All employees will have a job title (“title”) and job classification (“classification”). “Job title” refers to employees ’formal work titles as maintained by People Services. Employees are assigned a job title at the time of hiring, which may later change due to promotion, program change, restructuring, etc. “Job classification” refers to the grouping of related job titles under a single name. Each job classification has a specific low-to-high salary range. Appendix A lists all employee titles, the classifications they fall under, and the classification pay ranges at the time this contract is executed. 18.2. The Center shall promptly notify the Union in writing of the hiring of an employee under any newly created classification. The notification shall include the title, classification, assigned work duties, the salary for the employee, the salary range for the classification, and an updated Appendix A. 18.3. The Union shall have the right, within 15 calendar days of receiving the notification of a newly created job classification, to initiate negotiations concerning the pay range of the new classification.
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JOB TITLES AND CLASSIFICATIONS. Each employee shall be provided, upon request, with a copy of his or her position description. An employee may request a review of the classification of his or her position. The Employer may request a review of the classification of any encumbered position assigned to the Employer. Requests for position audits shall be made in writing on a form provided by the Employer. Position audits shall be conducted pursuant to the procedures set forth in Chapter 123:1-3 of the Ohio Administrative Code in effect on the date of ratification of this Agreement. Disputes with respect to position audits are not subject to the grievance procedures. Position audit decisions shall be based upon the criteria set forth in Chapter 123:1-3 of the Ohio Administrative Code, and upon any relevant provisions of this Agreement. The Employer shall provide a copy of this Agreement and a list of the relevant provisions to the Department of Administrative Services upon receipt of notice that a request for a position audit has been filed by an employee. In the event of reclassification due to a job audit the reclassification shall be effective as of the date of the notice of determination from the Department of Administrative Services.
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JOB TITLES AND CLASSIFICATIONS. Section 4.01
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JOB TITLES AND CLASSIFICATIONS 
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Related to JOB TITLES AND CLASSIFICATIONS

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • Classifications 32.1 The Classification levels for Employees engaged under this agreement shall be read in accordance with the Award unless specifically amended by the terms of this Agreement. Classification levels, relativities, pay rates and other details are contained in APPENDIX 1. 32.2 An Employee not already engaged as CW4 (marker/setter) shall be paid an all-purpose allowance of 5% of his/her applicable hourly rate when performing this work. 32.3 Where any Employee on any day performs two or more classes of work to which different rates of pay are applicable, the Employee shall be paid at the higher hourly rate for the day if the Employee is required to work at that class of work for two (2) hours or more, and if for less than two (2) hours during any one (1) day the Employee will be paid the higher rate for the time so worked. 32.4 Where an Employee is elected by Employees of the Employer as a HSR and agrees to undertake the required training to fulfil the role, the Employee will be classified as the higher of CW4, or the Employee's usual classification. In addition, a HSR is entitled to an all-purpose hourly allowance for the life of this agreement as per the table at Appendix 2 – Health and Safety Representatives Allowance. (a) For clarity, an Employee is only entitled to one all-purpose hourly allowance pursuant to clauses 32.4 and 32.5.

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • WAGES AND CLASSIFICATIONS 8.1 Employees shall be paid the wage established for their classification. Employees shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Director may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows. After twenty- six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. 8.2 Wages shall be paid at bi-weekly intervals on Thursdays after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Employees hired after April 7, 2010, must make arrangements to have their pay deposited to a bank account via electronic transfer. 8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the nearest quarter hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. The temporary upgrade wage rate will also apply to any meal time or travel time that occurs while the employee is temporarily reassigned. 8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.5 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification. 8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification. 8.6 Shift differential shall be paid to those employees performing Power Plant Operations, and Maintenance work when their regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 P.M. TO 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day. 8.7 Attached hereto and made a part hereof are: Exhibit “A-1” through “A-3”, all of which are titled “Schedule of Wage Rates.” 8.8 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”. 8.9 Attached hereto and made a part hereof is Exhibit “E”, titled “Standby Duty”.

  • CLASSIFICATIONS AND WAGES The Employer will pay employees pursuant to the wage schedule attached hereto as Schedule “A” and forming part of this Collective Agreement.

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