Municipal Employee Level 2 Sample Clauses

Municipal Employee Level 2. Qualifications, training and experience
Sample 1
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Municipal Employee Level 2. 2.2.1 Qualifications, training and experience 2.2.2 Specialist knowledge of skills 2.
Sample 1
Municipal Employee Level 2. 34.2.1 Qualifications, Training and Experience An employee at this level will have satisfactorily completed the requirements of level 1 and will be undertaking structured and/or on-the-job training (including appropriate safety training) or possess appropriate and relevant equivalent experience in some or all of the following areas: (a) Basic construction and/or maintenance, i.e., basic concreting and/or basic bitumen handling. (b) Safe operation and user maintenance of minor plant. (c) Safe operation and user maintenance of light vehicles. (d) Selected hand tools. (e) Parks maintenance. (f) Basic stores work. (g) Two-way radio operation. (h) “C” Class licence may be required. (i) Certificate of competency in minor plant operation may be required. (j) Basic labouring skills. 34.2.2 Specialist knowledge of skills (a) General Indicative but not exclusive of the skills required of an employee at this level are: (b) Plant operation skills: • Use of a variety of selected hand tools and use of minor plant and equipment requiring basic operation rather than technical skills. • Operator’s skills level low some experience preferred. • Single function equipment. • Operator machine maintenance low complexity. • Minimal dimensional control on works required other than pre-set by plant.
Sample 1
Municipal Employee Level 2. An employee will be classified at this level if they have progressed from Municipal Employee Level 1or are deemed equivalent. Such employees are semi-skilled. • An employee at this level performs tasks involving the utilisation of basic skills. • Exercises minimal judgement. • Works under direct supervision either individually or in a team environment. • Understands and undertakes basic quality control/assurance procedures including the ability to recognise basic quality deviations/faults. • Specialist skills and knowledge Indicative but not exclusive of the skills required of an employee at this level are: • The undertaking of semi-skilled manual work. • The use of small plant and equipment requiring basic operational rather than technical skills (e.g. hand pushed mowers, brush cutters, jack hammers, brick cutters, small concrete cutters etc.). • The use of selected hand tools. • Basic horticultural maintenance not requiring any advanced botanical knowledge. • Basic concrete work. • Driving of vehicles up to 4.5 tonne GVM (i.e. A licence) - tipper trucks are excluded. • Assisting a tradesperson. • Store work: - involving cleaning and simple allocation of equipment. • Judgement and problem solving Work activities are routine and clearly defined. The task to be performed may involve the use of a limited range of tools, techniques and methods within a range of work. These positions require personal judgement. The nature of the work is usually specialised with procedures already established. The individual must apply existing techniques to new situations. Supervision is often available.
Sample 1
Municipal Employee Level 2. 2.1 Characteristics of the Level
Sample 1
Municipal Employee Level 2. An employee will be classified at this level if they have progressed from Municipal Employee Level 1 or are deemed equivalent. Such employees are semi-skilled.
Sample 1

Related to Municipal Employee Level 2

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Casual Employee Casual employee shall mean an individual who is hired on a job contract or on an hourly basis for unscheduled or irregular work. The only provisions of this Agreement applying to the employment of casual employees are contained in Schedule B.

  • NATIONAL EMPLOYMENT STANDARDS 5.1 This Agreement will be read and interpreted in conjunction with the National Employment Standards (NES). Where there is an inconsistency between this agreement and the NES, and the NES provides a greater benefit, the NES provision will apply to the extent of the inconsistency.

  • Casual Employees A casual employee is one who is not regularly scheduled to work other than during periods that such employee shall relieve a regular full-time or regular part-time employee. Casual employees accumulate seniority on an hourly basis and are entitled to such benefits as are contained in the “Addendum - Casual Employees”.

  • Seasonal Employee Seasonal employee" means an employee who is appointed for no more than ten months during any 12 consecutive months but who is expected to return to work year after year.

  • Provisional Employees 343. Non-permanent employees, defined as employees with no permanent classification or employees with a permanent classification serving in another classification, shall be entitled to the following: 344. 1. Non-permanent employees shall be treated as permanent employees with respect to health and welfare benefits, compensation and salary steps, seniority, retirement (upon completion of 1040 hours in any twelve month period), and leave benefits, including but not limited to sick leave, vacation and personal leave.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Seasonal Employees Seasonal employees still on trial service should refer to Article 71, Sections 2 and 3 regarding salary increases.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s). Section 2. No information gathered by an Employee Assistance Program may be used to discipline an employee. Section 3. Employees shall be entitled to use accrued sick leave for participation in an Employee Assistance Program. Section 4. Each university will offer training to local Union Stewards on the Employee Assistance Program available in their university, on university time, where an Employee Assistance Program is available.

  • Casual Employment 24.1 A casual Employee is an Employee employed on an occasional basis and whose work pattern is not regular and systematic. When a person is engaged on a casual basis, they will be supplied in writing that the engagement is to be as a casual, the job to be performed, the classification level, the actual or likely length of engagement including number of hours to be worked per week, and the relevant rate of pay. 24.2 A casual Employee shall be entitled to all of the applicable rates and conditions of employment prescribed by this Agreement except annual leave, personal leave, and payment for public holidays on which no work is performed. A casual Employee is entitled to unpaid bereavement leave, domestic violence leave and unpaid career’s leave. 24.3 Except on Saturdays and Sundays, on each occasion a casual Employee is required to attend work, the Employee shall be entitled to payment for a minimum of eight (8) hours work (with 0.8 of an hour on each of these days accruing toward an RDO) plus the relevant fares and travel allowance prescribed by clause 0 below. On Saturdays and Sundays, a casual Employee is entitled to payment for a minimum of four (4) hours, plus the relevant fares and travel allowance prescribed by clause 0 below. 24.4 A casual Employee for working ordinary time shall be paid 125% of the hourly rate prescribed in APPENDIX 1 for the Employee's classification. 24.5 A casual Employee required to work overtime, or weekend work shall be entitled to the relevant penalty rates prescribed in this Agreement: (a) where the relevant penalty rate is time and a half, the Employee shall be paid 175% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification (b) where the relevant penalty rate is double time, the Employee shall be paid 225% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification; and (c) where the relevant penalty is a public holiday, the Employee shall be paid 275% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification. 24.6 For the purposes of clarity, the applicable contributions to BUSSQ, XXXX, CIPQ and BEWT or other funds nominated herein, must be made by the Employer in respect of casual Employees. A casual Employee shall also be entitled to receive, in addition to their casual rate, penalty payments for Overtime, work performed on weekends, work performed on public holidays and RDOs, Domestic Violence leave and unpaid cultural leave. 24.7 Termination of all casual engagements shall require one hour's notice by either the Employer or Employee, or the payment or forfeiture of one hour's pay, as the case may be. This clause will not reduce the entitlements of injured Employees.

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