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 forwarded to both the Union and Employer for comment. 28.09 In the event that the Joint Committee cannot reach consensus, the matter shall be referred to a single Arbitrator, who shall be jointly selected by the parties. The decision of the Arbitrator shall be final and binding on the parties. The Arbitrator's fees and expenses shall be determined in advance and shall be borne equally by both parties. 28.10 The employer and the Union shall be in attendance at the Arbitration hearing. The Arbitrator shall have the right to request additional information and to summon other parties as deemed necessary.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Joint Job Evaluation Committee. 28.01 30:01 The parties process of job evaluation shall have operate in accordance with the following terms and conditions:
a) There shall be a Joint committee for Job Evaluation Committee (hereinafter referred to as the "Joint Committee") consisting of four (4) members appointed by the Vice-President Human Resources, plus two (2) alternates, and four (4) members appointed by the Union, plus two (2) alternates.
b) The evaluation of the Employer a position will be conducted by two (2) representatives of management and two (2) representatives from the Union. A representative from the Union and Management will act as Co-chairs at each meeting.
c) The Employer has the right to determine and assign work to reflect such assignments as, writing new job descriptions or revising existing job descriptions further to its right to direct the workforce.
d) All members and alternates of the JJEC shall be granted paid release to attend to the business of the JJEC including Hay evaluation training, as required.
e) The scheduling of JJEC members will be done on a rotating basis such that all members will be required to sit on at least 50% of the meetings.
f) The JJEC shall specify in writing, its criteria for deciding whether changes in position duties are substantial. It is agreed that an evaluation will not be necessary if the following occurs: • adding a larger amount of a difficult task and deleting the frequency of performance of an easier one could affect the character of the job. In this regard added performance of higher skill must be more than incidental and infrequent. • an increase in work load as such will not provide a sufficient basis to warrant an upward adjustment in job points; similarly a decrease in workload does not support a downward adjustment. • the introduction of new equipment is not in itself enough to require an adjustment in job points except where the change in operations requires the employee to perform different work functions demanding greater skill.
g) The decision of the JJEC shall be by consensus. All members of the Union. The Joint Committee shall have equal representation and participation JJEC are to exercise their individual judgment that is free from both partiesbias.
28.02 h) The Joint Committee decision of the JJEC shall operate by consensusbe communicated to the applicant, the applicant’s immediate supervisor, and the Union 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 grievance and arbitration process under the Collective Agreement.
i) The parties agree that it is not the role of the ManagerJJEC to resolve disagreements between management and the employee (s) regarding the content of a job and whether the job warrants re-evaluation.
28.05 When a new job description has been approved and evaluated, j) Should the employee and the supervisor shall be notified in writing. In additionunable to come to an agreement on the duties within the position description through discussion, both the parties should contact the Union and the Employer shall receive Employee Relations Manager.
k) If agreement is still not achieved on the duties within the position description, the parties have the ability to access the grievance procedure for a copy resolution as per Article 11.
l) It is agreed by the parties that the Employee Relations Manager or designate’s review of all new or position descriptions is for content, structure and primarily to ensure duties are not being assigned that would result in exclusions as per subsection 1(3)(b) of the Ontario Labour Relations Act , 1995.
m) The retro-activity date of an employee’s request for job re-evaluation will be the date on which the employee/supervisor submits their original request to the Department of Human Resources. Should the employee not submit a revised job descriptionsdescription and summary of duties to Human Resources after three (3) months, including the points assigned and the job classrequest will be considered withdrawn.
28.06 30:02 The Joint Committee may request any additional information procedure for evaluating a newly created position will be as follows:
a) In the case of newly created positions, job descriptions shall be written by the Xxxx/Department Head/Manager/ Supervisor and submitted to the Employee Relations Manager or clarification from designate for review who will convene a meeting of 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 reachedJJEC.
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 b) Such positions will be evaluated by the Joint Committee JJEC and a classification established. In the event the evaluation determines that new classification needs to be created, the provisions in Article 14.10 apply.
c) The Xxxx/Department Head/Manager/Supervisor will attend the evaluation meeting to answer questions of the JJEC related to the duties of the new position. The JJEC shall evaluate the position to determine its appropriate point value before the position is posted.
d) Such final decision by the JJEC shall be binding on the Employer and the Union until the employee has been in the same manner as previously set forth. position for twelve (12) months.
e) The new job position description shall be forwarded reviewed by the incumbent and the immediate Supervisor once the incumbent has been in the position for twelve (12) months. This review will enable both parties to determine if the job description accurately reflects the duties that have been performed by the incumbent.
f) In the event, this review determines that the position duties have changed, the job description signed by both the Union incumbent and Employer immediate supervisor will be sent to the Employee Relations Manager or designate for commentreview prior to convening a meeting of the JJEC to re-evaluate the position.
28.09 g) If the position is evaluated at a higher classification level, the higher salary level will apply, retroactively to the date of hire, or the date that can be clearly established on which the duties came into effect, whichever is later.
h) In the event event, the JJEC determine that the Joint Committee cannot reach consensusevaluation of the position is two (2) or more classifications higher, the matter position will be posted and the provisions of Article 10 will apply. Further, the incumbent will be afforded their rights in Article 9 and will be considered for bumping at the level they were hired at, not the re- evaluated level. If the position is evaluated at a lower classification level, the employee shall not suffer loss of wages.
30:03 The procedure for re-evaluation of existing position descriptions will be as follows:
a) Requests for re-evaluation of position descriptions shall be referred in writing with a copy to a single Arbitratorthe immediate Supervisor and will be submitted in the first instance, who shall be jointly selected by the partiesapplicant, to the Employee Relations Manager or designate, for review prior to convening the Committee to evaluate the job description.
b) The incumbent and/or supervisor will have five (5) working days after the receipt of the re-evaluation to request reconsideration. The decision re-evaluation of a position may be appealed to the “Appeals Committee” composed of the Arbitrator shall be final and binding on members of the partiesJJEC who did not hear the initial re-evaluation.
c) Not more than once during the life of this Collective Agreement, may an employee submit a request for re-evaluation of their position. The Arbitrator's fees revised job description and expenses shall a summary of changes must be determined in advance and shall be borne equally by both partiessubmitted to the Employee Relations Manager or designate for review prior to convening a meeting of the JJEC.
28.10 The employer and 30:04 In all cases, the Union shall be in attendance at receive copies of the Arbitration hearingfinal position descriptions and their evaluations as well as on a monthly basis, the copies of minutes of the JJEC meetings, rating notes and other relevant correspondence. The Arbitrator shall have Employer agrees to forward to the right to request additional information Chairperson of the Union by the first of July annually a list indicating each Employees Name, Position, Title, Classification and to summon other parties as deemed necessarythe respective Hay Points.
Appears in 1 contract
Samples: Collective Agreement
Joint Job Evaluation Committee. 28.01 The parties shall have 1 4.1 It is agreed that there will be a Joint Job Evaluation Committee (hereinafter referred JJEC) composed of one representative from Human Resource Services, the Evaluation Committee Chairman of the Union and an Assistant, and an additional Corporate appointee. The Union agrees to as utilize an alternate on the "Joint Committee"JJEC when a Committee member's position is being evaluated. Each member of the JJEC will be provided up to one hour during regular working hours, paid by the Corporation, to review the Position Description (PD)(s) consisting prior to the meeting scheduled to deal with that PD(s). Under no circumstance will a Committee member discuss his/her rating of two (2a position with another Committee member prior to the meeting of the JJEC. Evaluation will be based primarily on a PD. The JJEC will base its rating on the contents of the PD. The contents of the PD should be agreed by the employee(s) and manager(s) concerned prior to consideration by the JJEC. 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 PD(s) must be amended accordingly and presented to the JJEC at the same time. Following submission of the PD to the JJEC, interviews with particular employees or managers will not be conducted by 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 consensusJJEC, 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 without prior agreement by the Joint CommitteeJJEC. 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 In 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 case of the Manager.
28.05 When a new job description has been approved or existing job without an incumbent it will be the Corporation's responsibility to complete the PD. 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 evaluatedpart-time positions shall not be evaluated under the Job Evaluation System except for the purposes of Pay Equity Legislation. Wherever possible, the employee Corporation agrees to utilize the position titles listed in Schedule "A" and, in any event, agrees to pay temporary and part-time employees at least the supervisor shall be notified in writingminimum rate as calculated from Schedule " B''. In additionconsideration of this, 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 undertakes 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 no policy grievances will be evaluated by the Joint Committee in the same manner as previously set forth. The new job description shall be forwarded submitted with respect to both the Union and Employer for commentArticle 6.06 (b).
28.09 In the event that the Joint Committee cannot reach consensus, the matter shall be referred to a single Arbitrator, who shall be jointly selected by the parties. The decision of the Arbitrator shall be final and binding on the parties. The Arbitrator's fees and expenses shall be determined in advance and shall be borne equally by both parties.
28.10 The employer and the Union shall be in attendance at the Arbitration hearing. The Arbitrator shall have the right to request additional information and to summon other parties as deemed necessary.
Appears in 1 contract
Samples: Collective Agreement
Joint Job Evaluation Committee. 28.01 29.01 The parties Joint Committee shall have a Joint Job Evaluation Committee consist of no more than three (hereinafter referred to as the "Joint Committee"3) consisting members per side. Quorum shall consist of two (2) members from each side. If there is an unequal number of members present, one member shall recuse themselves from any job evaluation, but may remain present at the meeting to observe.
29.02 When job evaluations are conducted, each party may provide up to one (1) additional advisor such as a supervisor who oversees the position, or the CUPE National Representative, to facilitate the process. The advisor shall not actively participate in determining ratings, but may provide advice, or assist to clarify questions that may arise as related to Job Analysis, Job Descriptions, application of the Employer and two (2) members of the Union. The Joint Committee shall have equal representation and participation from both partiesJob Evaluation Tool, or other matters that arise.
28.02 29.03 The Joint Committee shall operate by consensus, consensus and shall evaluate jobs based on the Peterborough Public Library Job Corporation of the Town of Fort Xxxxxxx Evaluation Plan, or any other such gender-neutral job evaluation system as the parties may agree upon.
28.03 29.04 If an employee believes that there has been a significant change in the job duties, responsibilities or working conditions in an employee's ’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 29.05 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.re-
28.05 29.06 When a new job description has been approved and the job has been 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 classjob.
28.06 29.07 The Joint Committee may request any additional information or clarification from the employee and/or the Employer, 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 29.08 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 ’s decision. The choice of conducting the meeting shall be at the sole discretion of the committee.
28.08 29.09 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 forwarded to both the Union and Employer for comment.
28.09 29.10 In the event that the Joint Committee cannot reach consensus, the matter shall be referred to a panel of two specialists (one representing each party). The parties shall be responsible for the costs associated with securing the services of their own specialist.
29.11 In the event that the Joint Committee and the specialists cannot reach consensus, the matter shall be referred to a single Arbitrator, who shall be jointly selected by the parties. The decision of the Arbitrator shall be final and binding on the parties. The Arbitrator's ’s fees and expenses shall be determined in advance and shall be borne equally by both parties.
28.10 29.12 The employer and the Union shall be in attendance at the Arbitration hearing. The Arbitrator shall have the right to request additional information and to summon other parties as deemed necessary.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Joint Job Evaluation Committee. 28.01 29.01 The parties Joint Committee shall have a Joint Job Evaluation Committee consist of no more than three (hereinafter referred to as the "Joint Committee"3) consisting members per side. Quorum shall consist of two (2) members from each side. If there is an unequal number of members
29.02 When job evaluations are conducted, each party may provide up to one (1) additional advisor such as a supervisor who oversees the position, or the CUPE National Representative, to facilitate the process. The advisor shall not actively participate in determining ratings, but may provide advice, or assist to clarify questions that may arise as related to Job Analysis, Job Descriptions, application of the Employer and two (2) members of the Union. The Joint Committee shall have equal representation and participation from both partiesJob Evaluation Tool, or other matters that arise.
28.02 29.03 The Joint Committee shall operate by consensus, consensus and shall evaluate jobs based on the Peterborough Public Library Job Corporation of the Town of Fort Xxxxxxx Evaluation Plan, or any other such gender-neutral job evaluation system as the parties may agree upon.
28.03 29.04 If an employee believes that there has been a significant change in the job duties, responsibilities or working conditions in an employee's ’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 29.05 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-re- evaluated, the Committee shall determine whether or not the points assigned result in a change in job classthe job. If the points assigned change the job classjob, 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 29.06 When a new job description has been approved and the job has been 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 classjob.
28.06 29.07 The Joint Committee may request any additional information or clarification from the employee and/or the Employer, 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 29.08 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 ’s decision. The choice of conducting the meeting shall be at the sole discretion of the committee.
28.08 29.09 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 forwarded to both the Union and Employer for comment.
28.09 29.10 In the event that the Joint Committee cannot reach consensus, the matter shall be referred to a panel of two specialists (one representing each party). The parties shall be responsible for the costs associated with securing the services of their own specialist.
29.11 In the event that the Joint Committee and the specialists cannot reach consensus, the matter shall be referred to a single Arbitrator, who shall be jointly selected by the parties. The decision of the Arbitrator shall be final and binding on the parties. The Arbitrator's fees and expenses shall be determined in advance and shall be borne equally by both parties.
28.10 The employer and the Union shall be in attendance at the Arbitration hearing. The Arbitrator shall have the right to request additional information and to summon other parties as deemed necessary.SCHEDULE “A” – WAGE SCHEDULE SCHEDULE “A” – WAGE SCHEDULE Seasonal Airport Attendant (Back-Up) Wage Schedule 6 months 12 months 24 months
Appears in 1 contract
Samples: Collective Agreement
Joint Job Evaluation Committee. 28.01 30:01 The parties process of job evaluation shall have operate in accordance with the following terms and conditions:
a) There shall be a Joint committee for Job Evaluation Committee (hereinafter referred to as the "Joint Committee") consisting of four (4) members appointed by the Executive Director of Human Resources, plus two (2) alternates, and four (4) members appointed by the Union, plus two (2) alternates.
b) The evaluation of the Employer a position will be conducted by two (2) representatives of management and two (2) representatives from the Union. A representative from the Union and Management will act as Co-chairs at each meeting.
c) The Employer has the right to determine and assign work to reflect such assignments as, writing new job descriptions or revising existing job descriptions further to its right to direct the workforce.
d) All members and alternates of the JJEC shall be granted paid release to attend to the business of the JJEC including Hay evaluation training, as required.
e) The scheduling of JJEC members will be done on a rotating basis such that all members will be required to sit on at least 50% of the meetings.
f) The JJEC shall specify in writing, its criteria for deciding whether changes in position duties are substantial. It is agreed that an evaluation will not be necessary if the following occurs:
g) The decision of the JJEC shall be by consensus. All members of the Union. The Joint Committee shall have equal representation and participation JJEC are to exercise their individual judgment that is free from both partiesbias.
28.02 h) The Joint Committee decision of the JJEC shall operate by consensusbe communicated to the applicant, the applicant‟s immediate supervisor, and the Union 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 grievance and arbitration process under the Collective Agreement.
i) The parties agree that it is not the role of the ManagerJJEC to resolve disagreements between management and the employee (s) regarding the content of a job and whether the job warrants re- evaluation.
28.05 When a new job description has been approved and evaluated, j) Should the employee and the supervisor shall be notified in writing. In additionunable to come to an agreement on the duties within the position description through discussion, both the parties should contact the Union and the Employer shall receive a copy of all new or revised job descriptions, including the points assigned and the job classEmployee Relations Manager.
28.06 The Joint Committee may request any additional information or clarification from k) If agreement is still not achieved on the employee and/or duties within the Employerposition description, and may also enlist any professional assistance which may be required in order the parties have the ability to resolve any issues upon which consensus has not been reachedaccess the grievance procedure for a resolution as per Article 11.
28.07 l) It is agreed by the parties that the Employee Relations Manager or designate‟s review of position descriptions is for content, structure and primarily to ensure duties are not being assigned that would result in exclusions as per subsection 1(3)(b) of the Ontario Labour Relations Act , 1995.
30:02 The procedure for evaluating a newly created position will be as follows:
a) In the event that the employee or supervisor is not satisfied with the consensus reached case of newly created positions, job descriptions shall be written by the Joint Committee, Xxxx/Department Head/Manager/ Supervisor and submitted to the employee and/or the supervisor may request Employee Relations Manager or designate for review who will convene a meeting with of the Joint Committee to review the committee's decisionJJEC.
28.08 When a new job is created, the Employer will prepare a draft job description, which b) Such positions will be evaluated by the Joint Committee in the same manner as previously set forthJJEC and a classification established. The new job description shall be forwarded to both the Union and Employer for comment.
28.09 In the event the evaluation determines that the Joint Committee cannot reach consensusnew classification needs to be created, the matter provisions in Article 14.10 apply.
c) The Xxxx/Department Head/Manager/Supervisor will attend the evaluation meeting to answer questions of the JJEC related to the duties of the new position. The JJEC shall evaluate the position to determine its appropriate point value before the position is posted.
d) Such final decision by the JJEC shall be referred to a single Arbitrator, who shall be jointly selected by the parties. The decision of the Arbitrator shall be final and binding on the parties. The Arbitrator's fees and expenses shall be determined in advance and shall be borne equally by both parties.
28.10 The employer Employer and the Union shall be until the employee has been in attendance at the Arbitration hearing. The Arbitrator shall have the right to request additional information and to summon other parties as deemed necessary.position for twelve
Appears in 1 contract
Samples: Collective Agreement
Joint Job Evaluation Committee. 28.01 The parties It is hereby agreed that the process ofjob evaluation shalloperate in accordancewith the following terms and conditions: There shall have be a Joint Committee for Job Evaluation consisting (4) members appointed by the Director of Human Resources, and four (4) members appointed by the Union. Requests for re-evaluationof job positions shall be in writing, with a copy to the supervisor, and shall be submitted in the first instance, by the applicant, to the Employee Relations Manager who shall convene the Committee (hereinafter referred to as evaluate the "Joint Committee") consisting job position. The initial evaluation of a position will be conducted by two (2) members representatives of the Employer management and two (2) representatives from the union. A representative from the union and management will act as co-chairs at each meeting. The scheduling of members will be done on a rotating basis such that all members will be required to sit on at least of the meetings. The Job Evaluation Committee shall specify in writing, and publish forthwith, its criteria for deciding whether alleged changes in job position are, or are not, substantial. The Job Evaluation Committee shall evaluate and assign points to newly created positions and to positions in which there has been found a substantial change in duties and responsibilities, under clause (vi). The confidential decision of the Job Evaluation Committee shall be by consensus. All 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 Committee are to exercise their individual judgement 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 free 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 forwarded to both the Union and Employer for comment.
28.09 In the event that the Joint Committee cannot reach consensus, the matter shall be referred to a single Arbitrator, who shall be jointly selected by the partiesbias. The decision of the Arbitrator Job Evaluation Committee shall be final and binding on communicated to the parties. The Arbitratorapplicant, the applicant's fees and expenses shall be determined in advance and shall be borne equally by both parties.
28.10 The employer supervisor, and the Union and shall not be subject to the grievance and arbitration process under the Collective Agreement. LETTER OF INTENT RE TECHNOLOGICAL CHANGE Any technological change made which has the effect of eliminating a job, job classification or position, creates a lay-off, or results in a demotion for one or more employees shall be discussed with the Union. Where new or greater skills are required than are already possessed by the affected under the present methods of operation, such employees shall be given a period of training, where practical during which they may perfect or acquire the skills necessitatedby the new method of operation. The Employer will assume the cost of tuition and defray the costs of out-of-town travel in attendance accordance with the University's existingtravel policy. There shall be no reduction inwage or salary rates during the training period of any such employees. Training shall be given during the hours of work whenever possible and may extend for up to six (6) months. Employees with one (1) or more years of continuous service who are subject to layoff or demotion under conditions referred to above, will be given notice of the impending change in employment at the Arbitration hearingearliest reasonable time. The Arbitrator shall have University agrees to administer the right to request additional information and to summon other parties as deemed necessary.payroll with the following understanding:
Appears in 1 contract
Samples: Collective Agreement
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 CEO/Library 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 forwarded to both the Union and Employer for comment.
28.09 In the event that the Joint Committee cannot reach consensus, the matter shall be referred to a single Arbitrator, who shall be jointly selected by the parties. The decision of the Arbitrator shall be final and binding on the parties. The Arbitrator's fees and expenses shall be determined in advance and shall be borne equally by both parties.
28.10 The employer and the Union shall be in attendance at the Arbitration hearing. The Arbitrator shall have the right to request additional information and to summon other parties as deemed necessary.
29.01 A Joint Labour/Management Committee will be established, based on the assumption and with the expectation that mutual benefit can be derived from joint consultation. The Committee will be comprised of two (2) representatives from the Union and two (2) representatives of the Employer. A representative of each party shall be designated as a joint chairperson, and the two (2) persons so named shall preside over alternate meetings.
29.02 The Joint Labour/Management Committee shall deal with problems arising from the day-to-day administration of this Collective Agreement, as well as any specific issues, which may be referred to it by the express provisions of this Collective Agreement. Regarding the day-to-day administration of the Collective Agreement, the Committee shall normally function in an advisory capacity only, and it does not have the power to alter or amend in any way the express terms of this Collective Agreement. The Committee shall have the powers, however, to interpret the provisions of this Collective Agreement. Neither the Union nor the Employer shall act in a manner contrary to the recommendations or interpretations of the Committee without having first informed both the Committee and the other party of its intention to do so. Recommendations and interpretations must be expressed in writing, signed by each co-chairperson, and ratified by the parties before they are operative.
Appears in 1 contract
Samples: Collective Agreement
Joint Job Evaluation Committee. 28.01
29.01 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 29.02 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 29.03 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 29.04 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 29.05 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 29.06 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 29.07 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 29.08 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 forwarded to both the Union and Employer for comment.
28.09 29.09 In the event that the Joint Committee cannot reach consensus, the matter shall be referred to a single Arbitrator, who shall be jointly selected by the parties. The decision of the Arbitrator shall be final and binding on the parties. The Arbitrator's fees and expenses shall be determined in advance and shall be borne equally by both parties.
28.10 29.10 The employer and the Union shall be in attendance at the Arbitration hearing. The Arbitrator shall have the right to request additional information and to summon other parties as deemed necessary.
Appears in 1 contract
Samples: Collective Agreement
