New and Changed Classifications. 1. In the event that new classifications are created or former classifications are recreated, the Hospital will prepare a Job Description and based on its content, the Human Resources Department will assign a temporary salary class to that position. The position shall then be posted as per Article 15 and within six (6) months of the position being filled, the Job Evaluation Committee will meet with the goal of evaluating the new classification. For the purpose of this Article, when the new classification has been determined, and the incumbent does not wish to remain in the position as a result of the determination, the parties will meet to discuss implementation options for the incumbent.
2. In the event that changes occur in existing jobs, the employee shall submit a request with reasons for re-evaluation to their manager.
(a) If the Manager agrees with the request they shall send a letter of agreement to the Human Resources department with a copy of the employee’s request. Human Resources shall advise the Union and send a Job Fact Sheet to the employee for completion. The job will be re-evaluated at the next scheduled Committee meeting after receipt of the completed job fact sheet.
(b) If the Manager disagrees with the request they shall send a letter of disagreement to the Human Resources department with a copy of the employee’s request. Human Resources shall advise the Union. The parties will then meet and decide how to proceed with the employee’s request for re-evaluation.
3. If agreement cannot be reached on the evaluation and /or implementation of the new or changed position, either party may refer the matter to arbitration as provided in Article 10.
4. As a result of a newly created job, any rate adjustment shall be retroactive to the date the job was implemented. Any rate adjustment as a result of a change within an existing position will be retroactive to the date the initial request for a review was made to the Manager of the Department.
5. If changes to an existing classification result in a class maximum for a job lower than that previously in effect, the rate of the incumbent will be considered a “Red Circle” rate. “Red Circle” rates will disappear with attrition and promotion.
6. The following general principles shall apply to “Red Circle” rates:
a) If a regular employee is holding a temporary job that is re- evaluated to a lower paid clerical group, the employee’s salary shall not be reduced until the temporary assignment is completed.
b) A...
New and Changed Classifications. 41.1 Immediately following the introduction of a classification not shown in this Agreement or of substantial changes to an existing classification, the Company shall submit to the Chairperson of the Bargaining Committee an occupational summary of the job and Labour Grade to which it has been assigned. It is agreed that former classifications deleted from previous Collective Agreements and their job grades, will be given first consideration before any new classification is introduced. If within fifteen (15) days following notification, the Union has not placed an appeal in the manner described hereafter, the classification and its Labour Grade shall be deemed acceptable to the Union.
41.2 In order to provide for appeal against a new or amended classification or its Labour Grade, the following procedure shall be used.
a) The Union shall lodge the appeal in writing with the Director Human Resources or the Director’s designate.
b) The appeal shall outline the reason or reasons for disputing the job description or Labour Grade and shall be the only subject of the appeal.
c) A Committee of four (4) shall be appointed within ten (10) working days, to review and discuss the appeal. The Committee shall comprise of two (2) members of the Union and two (2)members of Management. No employee affected by the new classification, or change in classification, shall be a member of the Committee. The Committee shall submit its findings, in writing, to the Director Human Resources of the Company, or the Director’s designate, and the Chairperson of the Bargaining Committee of the Union, within thirty (30) working days, and if the decision of this Committee is unanimous, then the Committee's decision shall be final.
d) If the Committee should fail to reach agreement, the matter shall be negotiated between the Company and the Union and failing satisfactory settlement, either party may refer the matter to arbitration.
New and Changed Classifications. (a) The Employer shall prepare Classification Descriptions for each classification in Schedule A. A copy of each of the Descriptions, and any changes made thereto from time to time, shall be provided to the Union.
(b) If a new classification is established by the Employer, or if a substantial change is made to any existing Description, the rate and Classification Description shall be established by the Employer and the Union shall be advised. If the Union objects to the new rate, in writing, within thirty (30) days, the parties shall meet to negotiate the rate. If the parties cannot agree on the rate, the rate shall be determined by an Arbitration Board established as provided in the Grievance Procedure Article in this Agreement.
New and Changed Classifications. 41.1 Immediately following the introduction of a classification not shown in this Agreement or of substantial changes to an existing classification, the Company shall submit to the Chairperson of the Bargaining Committee an occupational summary of the job
41.2 In order to provide for appeal against a new or amended classification or its Labour Grade, the following procedure shall be used.
A) The Union shall lodge the appeal in writing with the Director Human Resources or the Director’s designate.
B) The appeal shall outline the reason or reasons for disputing the job description or Labour Grade and shall be the only subject of the appeal.
C) A Committee of four (4) shall be appointed within ten (10) working days, to review and discuss the appeal. The Committee shall comprise of two (2) members of the Union and two (2) members of Management. No employee affected by the new classification, or changes in classification, shall be a member of the Committee. The Committee shall submit its findings, in writing, to the Director Human Resources of the Company, or the Director’s designate, and the Chairperson of the Bargaining Committee of the Union, within thirty (30) working days, and if the decision of this Committee is unanimous, then the Committee’s decision shall be final.
D) If the Committee should fail to reach agreement, the matter shall be negotiated between the Company and the Union and failing satisfactory settlement, either party may refer the matter to arbitration.
New and Changed Classifications. The Employer shall notify the Association, in writing, of any proposed new or changed job title classifications. Within seven (7) days after receiving notification, the Association may request a meeting to discuss the changes with the Employer. Such meeting shall be scheduled within the following fourteen (14) days and all actions related to the discussions completed within thirty (30) days following original notice from the Employer.
New and Changed Classifications. 33.01 It is agreed that any new classifications or changes to existing classifications proposed by the Employer will be assigned their rate of pay on the basis of a recognized job evaluation system which is mutually acceptable to both parties.
33.02 a) In the event that new jobs are created, the Employer will prepare a job description and based on its content, will assign a temporary salary class to that position. Within three months of being filled, the Employer will review the Job Description with the incumbents and with the Union. Job postings for these positions will indicate that the salary grade is under review.
New and Changed Classifications following the introduction of a classification not shown in this Agreement or of substantial changes to an existing classification, the Company shall submit to the Chairperson of the Bargaining Committee an occupa- tional summary of the job and Labour Grade to which it has been assigned. It is agreed that former classifica- tions deleted from previous Collective Agreements and their job grades, will be given first consideration before any new classification is introduced. If within fifteen days following notification, the Union has not placed an appeal in the manner described hereafter, the and its Labour Grade shall be deemed acceptable to the Union. In order to provide for appeal against a new or amended classification or its Labour Grade, the following procedure shall be used.
New and Changed Classifications. 16.1 In the event that new classifications are created or former classifications are recreated, the Company will prepare a Job Description and based on its content, the Human Resources Department will assign a temporary salary class to that position. The position shall then be posted as per Article 14 and within six (6) months of the position being filled, the Company will meet with the Bargaining Committee, and with job incumbents where required, with the goal of evaluating the new classification. For the purpose of this Article, the forty-five (45) working day provision in Article 14.9 shall be extended until the salary grade for the position is agreed to.
New and Changed Classifications. The County shall notify the Association, in writing, of any proposed new or changed job title classifications, if the new classification would be eligible for DCEA membership or if the changed classification results in a position being removed from DCEA membership. The Association may request a meeting to discuss the changes with the County. Such meeting shall be scheduled within fourteen (14) days of the request and all actions related to the discussions completed within thirty (30) days following original notice from the County.
New and Changed Classifications. 1. In the event that new classifications are created or former classifications are recreated, the Hospital will prepare a Job Description and based on its content, the Human Resources Department will assign a temporary salary class to that position. The position shall then be posted as per Article 15 and within six
