Common use of Market Adjustment Clause in Contracts

Market Adjustment. This will confirm our understanding reached during negotiations whereby if the Employer determines that it is unable to recruit/retain employees in specific positions at a particular geographic site, the Employer may provide benefits to employees beyond those outlined in the collective agreement. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees 00 Xxxxxxxxxxxxx Xxxxx, Xxxxx 000 St. John's, NL A1A 0L4 Dear Mr. Farewell: Re: Requests for Classification Review In order to facilitate the implementation of the new Government Job Evaluation System (JES) on April 15, 2015 this will confirm the parties’ agreement that employees seeking to have their position reviewed, in accordance with the collective agreement, shall submit the request no later than October 1, 2014. Requests received by Classification and Compensation Division of Human Resource Secretariat after this date will not be processed and will be returned to the employee. A revised classification listing will be implemented on April 15, 2015. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees 00 Xxxxxxxxxxxxx Xxxxx, Xxxxx 000 St. John's, NL A1A 0L4 Dear Mr. Farewell: Re: Job Evaluation System (JES) Implementation This will confirm employees will be implemented on to the Government Job Evaluation System effective April 15, 2015 as follows: - If current salary falls below Step 1 of the new salary scale, employees will advance to step 1 on implementation; or - If current salary falls between 2 steps of the new salary scale, employees will advance to the next highest step; or - If current salary is above the maximum hourly rate on the new salary scale, employees will be red-circled at that rate. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees P.O. Box 8745 Stn. ‘A’ St. John’s, NL A1B 3T2 Dear Mr. Farewell:

Market Adjustment. This will confirm our understanding reached during negotiations whereby if the Employer (Treasury Board Committee of Cabinet) determines that it is unable to recruit/retain employees in specific positions at a particular geographic site, the Employer (Treasury Board Committee of Cabinet) may provide benefits to employees beyond those outlined in the collective agreement. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Xxxxxxxxx X. Xxxx Mr. Xxxxx Farewell Representative Canadian Union Xxxxxxx Employee Relations Officer Newfoundland and Labrador Association of Public and Private Employees 00 Xxxxxxxxxxxxx XxxxxXX Xxx 0000 Xx. Xxxx’x, XX X0X 0X0 Dear Xx. Xxxxxxx; This is to confirm our understanding reached during collective bargaining that, within six (6) months of the effective date of the collective agreement, the parties will meet to discuss the Work of the Bargaining Unit provisions of the collective agreement, specifically in regard to the bargaining unit work performed by Coordinators. Sincerely, Xxxxxxxxx X Xxxx Mr. Xxxxx 000 St. John'sXxxxxxx Employee Relations Officer NAPE XX Xxx 0000 Xx. Xxxx’x, NL A1A 0L4 Dear Mr. Farewell: XX X0X 0X0 Re: Requests for Classification Review In order to facilitate the implementation of the new Government Job Evaluation System (JES) on April July 15, 2015 this will confirm the parties’ agreement that employees seeking to have their position classifications reviewed, in accordance with the collective agreement, shall submit the request no later than October 1, 2014. Requests received by Classification and Compensation Division of Human Resource Secretariat after this date will not be processed and will be returned to the employee. A revised classification listing will be implemented on April July 15, 2015. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Xxxxxxxxx Xxxx Mr. Xxxxx Farewell Representative Canadian Union of Public Employees 00 Xxxxxxxxxxxxx XxxxxXxxxxxx Employee Relations Officer NAPE XX Xxx 0000 Xx. Xxxx’x, Xxxxx 000 St. John'sXX X0X 0X0 Dear Xx Xxxxxxx, NL A1A 0L4 Dear Mr. Farewell: Re: Job Evaluation System (JES) Implementation This will confirm employees will be implemented on to the Government Job Evaluation System effective April July 15, 2015 as follows: -  If current salary falls below Step 1 of the new salary scale, employees will advance to step 1 on implementation; or -  If current salary falls between 2 steps of the new salary scale, employees will advance to the next highest step; or -  If current salary is above the maximum hourly rate on the new salary scale, employees will be red-circled at that rate. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees P.O. Box 8745 Stn. ‘A’ St. John’s, NL A1B 3T2 Dear Mr. Farewell:,

Market Adjustment. This will confirm our understanding reached during negotiations whereby if the Employer determines that it is unable to recruit/retain employees in specific positions at a particular geographic site, the Employer may provide benefits to employees beyond those outlined in the collective agreement. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees 00 Xxxxxxxxxxxxx Xxxxx, Xxxxx 000 St. John'sXx. Xxxx'x, NL A1A 0L4 XX X0X 0X0 Dear Mr. Farewell: Re: Requests for Classification Review In order to facilitate the implementation of the new Government Job Evaluation System (JES) on April 15, 2015 this will confirm the parties’ agreement that employees seeking to have their position reviewed, in accordance with the collective agreement, shall submit the request no later than October 1, 2014. Requests received by Classification and Compensation Division of Human Resource Secretariat after this date will not be processed and will be returned to the employee. A revised classification listing will be implemented on April 15, 2015. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees 00 Xxxxxxxxxxxxx Xxxxx, Xxxxx 000 St. John'sXx. Xxxx'x, NL A1A 0L4 XX X0X 0X0 Dear Mr. Farewell: Re: Job Evaluation System (JES) Implementation This will confirm employees will be implemented on to the Government Job Evaluation System effective April 15, 2015 as follows: - If current salary falls below Step 1 of the new salary scale, employees will advance to step 1 on implementation; or - If current salary falls between 2 steps of the new salary scale, employees will advance to the next highest step; or - If current salary is above the maximum hourly rate on the new salary scale, employees will be red-circled at that rate. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees P.O. Box 8745 X.X. Xxx 0000 Stn. ‘A’ St. John’s, NL A1B 3T2 Dear Mr. Farewell:

Market Adjustment. This will confirm our understanding reached during negotiations whereby if the Employer (Treasury Board Committee of Cabinet) determines that it is unable to recruit/retain employees in specific positions at a particular geographic site, the Employer (Treasury Board Committee of Cabinet) may provide benefits to employees beyond those outlined in the collective agreementCollective Agreement. Sincerely, Xxxxxxx Xxx Xxxx Xxxxxx Chief Negotiator October 4November 18, 2018 Mr. Xxxxx Farewell Representative Canadian Union 2013 Xx. Xxxxxx Xxxx Employee Relations Officer Newfoundland and Labrador Association of Public and Private Employees 00 Xxxxxxxxxxxxx Xxxxx000 Xxxxxxxx Xxxx Xxxxx Xx. Xxxx'x, XX AlB 3M9 Dear Xx. Xxxx: Re: Market factor This will confirm the parties‟ agreement to provide employees in the classifications noted below a non-pensionable market factor of one dollar and sixty-five cents ($1.65) per hour effective January 1, 2014. This market factor will not be considered part of the employee‟s salary for any purposes, except when determining which step the employee shall be placed on upon implementation of the Government Job Evaluation System (JES). The market factor will cease to be paid on April 14, 2015. Sincerely, Classification Listing Trades Worker I Trades Worker II Trades Worker III Apprentices in any of the above classifications Xxxx Xxxxxx Chief Negotiator November 18, 2013 Xx. Xxxxxx Xxxx Employee Relations Officer Newfoundland and Labrador Association of Public and Private Employees 000 Xxxxxxxx Xxxx Xxxxx 000 St. John'sXx. Xxxx'x, NL A1A 0L4 XX AlB 3M9 Dear Mr. FarewellXx. Xxxx: Re: Requests for Classification Review In order to facilitate the implementation of the new Government Job Evaluation System (JES) on April 15, 2015 this will confirm the parties’ parties‟ agreement that employees seeking to have their position reviewed, in accordance with the collective agreement, shall submit the request no later than October 1, 2014. Requests received by Classification and Compensation Division of Human Resource Secretariat after this date will not be processed and will be returned to the employee. A revised classification listing will be implemented on April 15, 2015. Sincerely, Xxxxxxx Xxx Xxxx Xxxxxx Chief Negotiator October 4November 18, 2018 Mr. Xxxxx Farewell Representative Canadian Union 2013 Xx. Xxxxxx Xxxx Employee Relations Officer Newfoundland and Labrador Association of Public and Private Employees 00 Xxxxxxxxxxxxx Xxxxx000 Xxxxxxxx Xxxx Xxxxx Xx. Xxxx'x, Xxxxx 000 St. John's, NL A1A 0L4 Dear Mr. Farewell: XX AlB 3M9 Re: Job Evaluation System (JES) Implementation This will confirm employees will be implemented on to the Government Job Evaluation System effective April 15, 2015 as follows: - If current salary falls below Step 1 of the new salary scale, employees will advance to step 1 on implementation; or - If current salary falls between 2 steps of the new salary scale, employees will advance to the next highest step; or - If current salary is above the maximum hourly rate on the new salary scale, employees will be red-circled at that rate. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees P.O. Box 8745 Stn. ‘A’ St. John’s, NL A1B 3T2 Dear Mr. Farewell:,

Market Adjustment. This will confirm our understanding reached during negotiations whereby if the Employer (Treasury Board Committee of Cabinet) determines that it is unable to recruit/retain employees in specific positions at a particular geographic site, the Employer (Treasury Board Committee of Cabinet) may provide benefits to employees beyond those outlined in the collective agreement. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4March 31, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees 00 Xxxxxxxxxxxxx XxxxxXxxxxx Employee Relations Officer NAPE X.X Xxx 0000 Xx. Xxxx’x, Xxxxx 000 St. John's, NL A1A 0L4 XX X0X 0X0 Dear Mr. FarewellXx. Xxxxxx: *Re: Requests for Classification Review In order to facilitate Provincial Labour Management Committee The Employer and the implementation Union will establish a Provincial Labour Management Committee within 6 months of the new Government Job Evaluation System (JES) on April 15, 2015 this will confirm the parties’ agreement that employees seeking to have their position reviewed, in accordance with date of signing of the collective agreement, agreement to confer on matters of a provincial nature which are not properly the subject matter of the grievance or negotiations process. The Committee shall submit consist of two employees of the request no later than October 1, 2014Bargaining Unit and two representatives of the Employer. Requests received The Committee will meet twice yearly in or about the month of January and the month of September. Meetings may be cancelled or rescheduled if reasonably required by Classification either party. The Committee meetings shall be chaired equally by the Employer and Compensation Division Bargaining Unit. Minutes of Human Resource Secretariat after this date will not these meetings shall be processed posted at each work location and contain a summary of discussions. All meetings will be returned held outside of ongoing performances at no cost to the employeeEmployer. A revised classification listing Meetings will take place by telephone or other electronic means that may be available. The Committee does not have the power to bind the Union or Employer to its decisions but can make recommendations on these issues. The Committee shall not supersede the activities of any other committee of the Union or of the Employer. This Provincial Labour Management Committee is a pilot project which will be implemented on April 15evaluated during the next negotiations for the renewal or revision of this Collective Agreement pursuant to Article 34. At that time, 2015either party can terminate the Provincial Labour Management Committee. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union *Letter of Public Employees 00 Xxxxxxxxxxxxx Xxxxx, Xxxxx 000 St. John's, NL A1A 0L4 Dear Mr. Farewell: Understanding Re: Job Evaluation System Other Post-Employment Benefits (JES“OPEB”) Implementation This will Eligibility The parties hereby confirm employees will be implemented on to the Government Job Evaluation System effective April 15, 2015 as follows: - If current salary falls below Step 1 of the new salary scale, employees will advance to step 1 on implementation; or - If current salary falls between 2 steps of the new salary scale, employees will advance to the next highest step; or - If current salary is above the maximum hourly rate on the new salary scale, employees will be red-circled at that rate. Sincerely, Xxxxxxx Xxx Chief Negotiator October 4, 2018 Mr. Xxxxx Farewell Representative Canadian Union of Public Employees P.O. Box 8745 Stn. ‘A’ St. John’s, NL A1B 3T2 Dear Mr. Farewelland acknowledge: