Joint Job Evaluation Committee. The parties entered into agreement December 17, 1992, to ensure the Joint Gender- Neutral Job Evaluation Plan remains current and operational and to that end endorsed the Joint Gender-Neutral Job Evaluation Maintenance Agreement. The parties agree that a guiding principle for the Committee is that there shall be no discrimination between male and female employees wherein a person of one sex is paid more than a person of the other sex for similar or substantially similar work.
Joint Job Evaluation Committee. A Joint Job Evaluation Committee (JJEC) consisting of three (3) representatives designated by each party, including co-chairs, will rate positions under the plan in accordance with the procedures outlined in Article 19.04 and 19.05 below.
Joint Job Evaluation Committee. (a) All job evaluation and classification matters will be discussed by the Joint Job Evaluation Committee. Matters which cannot be resolved will follow the procedure for dispute resolution outlined in the Manual identified in Clause 25.1(d).
(b) The Joint Job Evaluation Committee shall be comprised of an equal number of representatives of the Employer and the Union.
(c) The Committee shall be supplied with all the documentation, existing classifications and job descriptions as well as any other information relating to job evaluation, either existing or proposed.
Joint Job Evaluation Committee. 28.01 The parties shall have a Joint Job Evaluation Committee (hereinafter referred to as the "Joint Committee") consisting of two (2) members of the Employer and two (2) members of the Union. The Joint Committee shall have equal representation and participation from both parties.
28.02 The Joint Committee shall operate by consensus, and shall evaluate jobs based on the Peterborough Public Library Job Evaluation Plan, or any other such gender-neutral job evaluation system as the parties may agree upon.
28.03 If an employee believes that there has been a significant change in the job duties, responsibilities or working conditions in an employee's job, either the employee or supervisor may, by completing the Job Description Amendment Form and forwarding it to the Employer, request a review of the job by the Joint Committee. The Joint Committee shall meet as required to review such requests.
28.04 The Employer shall prepare a revised job description based on submitted changes, in consultation with the requester, if needed. The Joint Committee shall review the revised job description and determine whether or not the job description should be re-evaluated. If the job description is re-evaluated, the Committee shall determine whether or not the points assigned result in a change in job class. If the points assigned change the job class, the retroactivity adjustment will be based upon the effective date stated on the Job Description Amendment Form, subject to the approval of the Manager.
28.05 When a new job description has been approved and evaluated, the employee and the supervisor shall be notified in writing. In addition, both the Union and the Employer shall receive a copy of all new or revised job descriptions, including the points assigned and the job class.
28.06 The Joint Committee may request any additional information or clarification from the employee and/or the Employer, and may also enlist any professional assistance which may be required in order to resolve any issues upon which consensus has not been reached.
28.07 In the event that the employee or supervisor is not satisfied with the consensus reached by the Joint Committee, the employee and/or the supervisor may request a meeting with the Joint Committee to review the committee's decision.
28.08 When a new job is created, the Employer will prepare a draft job description, which will be evaluated by the Joint Committee in the same manner as previously set forth. The new job description shall be f...
Joint Job Evaluation Committee. The parties recognize and agree to the continuation of the existing Joint Job Evaluation Committee. This Committee shall have three (3) representatives from each party. The Joint Job Evaluation Committee shall:
(a) Determine its own procedures;
(b) Evaluate jobs using the agreed upon job evaluation manuals;
(c) Upon evaluation, assign jobs to Pay Groups;
(d) Consider and implement any agreed upon changes or revisions of the said manuals or groups.
Joint Job Evaluation Committee. A committee shall be established consisting of four (4) representatives of the Union and up to four (4) representatives of the Board. Resource persons may also be invited to meetings by either party by mutual agreement of the committee. The committee shall meet within ten working days of the request of either party.
Joint Job Evaluation Committee. A Joint Job Evaluation Committee (JJEC) shall be formed, comprised of three (3) appointed representatives each, selected by each party to this agreement, who shall be empowered to make job rating decisions on behalf of that party. Meetings of the JJEC shall require at least two (2) appointed representatives from each party. An equal number of appointed decision-making representatives of each party will be in attendance before the meeting will proceed. The parties agree to schedule JJEC meetings at agreed-upon regular intervals, at a minimum of every month to attend to any outstanding job evaluation matters. Additional meetings may be scheduled to accommodate any backlog. Resource people and observers may attend meetings. The College shall provide a resource person from the Human Resources Department. The JJEC shall conduct a comprehensive review of all positions every five (5) years (Nov. 2001). The Union and the College agree that the primary function of the JJEC shall be to determine the rating of new positions, and the adjustment of position ratings as a result of reconsiderations. The JJEC may make recommendation for changes to the procedures, modifications to the process or supporting documents. These recommendations shall be forwarded to the Joint Standing Committee for resolution. When there is a direct or perceived conflict of interest or a committee member belongs to the same department as the incumbent(s), the committee member shall absent themselves from the discussion and from the decision-making on the position’s rating.
Joint Job Evaluation Committee. ARTICLE
23.01 The Joint Job Evaluation Committee shall consist of four (4) members with two (2) alternatives with equal representation and participation from both parties.
Joint Job Evaluation Committee a) The Employer and the Union shall designate in writing to each other their representatives for a Joint Job Evaluation Committee, which will handle job descriptions and classifications through the required stages. It is agreed that there shall be two (2) representatives from the Employer and two (2) from the Union. The Union representatives will suffer no loss of seniority or remuneration otherwise payable by the College when such meetings are held during working hours. The Employer and the Union shall each designate a referee for the purpose of dispute resolution. Additionally, and included in such designation, the Parties shall agree and name a person to act as an arbitrator that is knowledgeable of job descriptions. The Joint Job Evaluation Committee shall be governed by the Job Evaluation Manual.
b) The Committee has the responsibility to arrive at an agreement on each position's job description, evaluation and reasons for classification. The signatures of the Committee Co- chairs confirm their agreement on each job description and classification.
c) The Parties agree to recognize and incorporate the standards and criteria used by the former Technical Committee.
Joint Job Evaluation Committee. A joint job evaluation committee shall be formed with two representatives from each of the parties to this agreement. Meetings of the Joint Job Evaluation Committee will require at least one representative from each party. Representative of the Union will suffer no loss of seniority or remuneration otherwise payable by the Institute when such meetings are held during work hours. The Employer is not obligated to pay any additional wages, overtime or other premiums in the event that the parties agree to schedule meetings of the JJEC during non-working hours. The Union and the Employer agree that the JJEC shall:
(a) determine appropriate operating procedures and terms of reference for the ongoing operation of the Committee;
(b) determine the format of position questionnaires, job descriptions/job specifications to be used within the Job Evaluation Plan;
(c) develop and implement a fast track arbitration process to expedite disputes within the JJEC regarding job ratings; and
(d) ensure the ongoing maintenance of the plan.
(e) Both parties agree that at least 50% of their representation on the Committee will be female.
