Joint Job Evaluation. Up to three (3) representatives of the Union shall not suffer any loss of pay or benefits for the time involved in joint job evaluation meetings.
Joint Job Evaluation. 25.1 Joint Job Evaluation Plan
Joint Job Evaluation. A Joint Job Evaluation Committee will be established to meet the Board and Union’s maintenance obligation under the Pay Equity Act. The selection of the Joint Job Evaluation Committee will be made in accordance with Letter of Intent – Number #4.
Joint Job Evaluation. The Terms of Reference to establish a Joint Job Evaluation Plan are reflected in Appendix
Joint Job Evaluation. The Joint Job Evaluation committee shall consist of: two (2) representatives of the Region, as selected by the Region; plus one (1) alternate as selected by the Region. two (2) representatives of the Union, as selected by the Union; plus one (1) alternate as selected by the Union. one (1) Representative appointed from the Human Resources Department following discussion with the Union. the position of Chairperson shall alternate between the Union and the Region. It shall be the purpose of the Joint Job Evaluation Committee:
Joint Job Evaluation. 20.01 The Parties mutually agree that the process of job evaluation is a fair and equitable method of assessing the relative worth of the positions covered in this Agreement, and have agreed to a Joint Job Evaluation Program that includes a Joint Job Evaluation Rating Plan (Factors, Degrees and Weights) and a Joint Job Evaluation Procedures Manual. The Joint Job Evaluation Program shall continue to be maintained according to the Job Evaluation Procedures Manual appended to and forming part of this Collective Agreement. During the life of this Agreement, the Parties will continue to meet with a view to maintaining the best possible evaluation plan making whatever mutually agreed changes are necessary to ensure same. Both the Parties shall, upon request, be supplied with all documentation, new and existing evaluation results and job descriptions as this material relates to the Evaluation Program. All classifications in the bargaining unit shall be subject to joint job evaluation and the appropriate classification for any new bargaining unit classification shall be determined through joint job evaluation. If a classification commences before the position has been through the joint job evaluation process, the Employer will establish an interim salary that will be effective until the joint job evaluation process has been completed. Any necessary salary adjustments resulting from the joint job evaluation process will be retroactive to the date that the position was filled.
20.02 If any new wage classification or rate established by the Employer is changed through the process of Job Evaluation or by the decision of the arbitrator as outlined in the Procedure Manual, 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.
Joint Job Evaluation. 26.1 Joint Job Evaluation Committee There shall be a Joint Job Evaluation Committee with equal representation from both Parties.
Joint Job Evaluation. 40.01 If during the life of the Agreement both parties feel the necessity to carry out a Job Evaluation Program, the parties agree in writing that a Joint Job Evaluation Committee will be established to assure the maintenance and implementation of the job evaluation program. The Committee may include one professional CUPE representative.
Joint Job Evaluation. BETWEEN: THE CHILDREN’S AID SOCIETY OF THE NIAGARA REGION AND CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 2328 The parties agree to re-establish a gender neutral weighted points job evaluation plan (Job Evaluation Plan) in accordance with the general objectives and principles set out in the joint gender neutral job evaluation program previously entered into between CUPE Local 2328 and FACS Niagara. The parties will utilize the Job Evaluation Plan to achieve resolution of pay inequities in respective female job classes falling within the bargaining unit in accordance with the Ontario Pay Equity Act and overall salary administration covering all jobs coming within the jurisdiction of CUPE Local 2328. The Job Evaluation Plan shall be based upon four main factors: skill, effort, responsibility and working conditions. These main factors are to be subdivided into the same sub factors used by the parties in the original job evaluation process. The weighted points for the job evaluation plan will be as per the attached Appendix “A”, which has previously been agreed to by the parties, unless otherwise mutually amended by the parties. The parties shall within nine (9) months following the signing of this agreement establish a Joint Job Evaluation Committee hereinafter referred to as the JJEC consisting of three members plus one (1) alternate from the Employer and three members plus one (1) alternate from the Local Union. The JJEC will commence to meet no later than March 31, 2004. The JJEC will be supplied with all job evaluation documentation, job descriptions, job specifications, ratings and evaluation results. The Employer shall release without loss of pay, benefits or seniority, the representatives named by the union to attend sessions of the JJEC including job evaluation training. On or before May 1, 2004 the Employer will provide all employees who are represented by CUPE Local 2328 with a blank questionnaire on job evaluation to be completed by all Employees either individually or by groups. The employees will return these completed questionnaires to the Director of Human Resources in sealed envelopes, clearly identifying ‘JJEC QUESTIONNAIRE’. The Director will retain all envelopes until the JJEC is trained. All initial training of the JJEC and alternates will take place following the establishment of the JJEC and as soon as practicable thereafter. By September 30, 2004, the union and the employer will meet to discuss and attempt to reach a resolution in respect ...
Joint Job Evaluation. BETWEEN: The Children’s Aid Society of the Niagara Region AND
