Common use of Joint Ownership Clause in Contracts

Joint Ownership. 2.1 Job evaluation gains maximum acceptance in the workplace when it is “owned” by both the employer and the employee. This scheme has been developed jointly by the employers and trade unions nationally on the basis that that joint partnership operates within the authority. 2.2 Provincial/associated councils are encouraged to support the use of the scheme by providing training, advice and guidance as appropriate. 2.3 Local employer and union representatives involved in introducing and applying the scheme will need training both in applying the scheme and in equality awareness to ensure decisions are free from bias. 2.4 The authority’s trade union facility agreement may need to be reviewed to take on board the involvement of union representatives in implementing the scheme.

Joint Ownership. 2.1 Job evaluation gains maximum acceptance in the workplace when it is “owned” by both the employer and the employee. This scheme has been developed jointly by the employers and trade unions nationally on the basis that that joint partnership operates within the authority. 2.2 Provincial/associated councils are encouraged to support the use of the scheme by providing training, advice and guidance as appropriate. 2.3 Local employer and union representatives involved in introducing and applying the scheme will need full initial training and regular refresher training both in applying the scheme and in equality awareness to ensure decisions are free from bias. 2.4 The authority’s trade union facility agreement may need to be reviewed to take on board the involvement of union representatives in implementing the scheme.

Joint Ownership. 2.1 Job evaluation gains maximum acceptance in the workplace when it is “owned” by both the employer and the employee. This scheme has been developed jointly by the employers and trade unions nationally on the basis that that joint partnership operates within the authority. 2.2 Provincial/associated councils are encouraged to support the use of the scheme by providing training, advice and guidance as appropriate. 2.3 Local employer and union representatives involved in introducing and applying the scheme will need full initial training and regular refresher training both in applying the scheme and in equality awareness to ensure decisions are free from bias. 2.4 The authority’s authority‟s trade union facility agreement may need to be reviewed to take on board the involvement of union representatives in implementing the scheme.