Common use of New and Changed Classifications Clause in Contracts

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) An employee holding a job due to a job posting shall be entitled to the “Red Circle” rate if he/she returns to his/her former position within a period specified in the Collective Agreement and his/her job has become “Red circled”. Similarly, an employee in a “Red Circled” rate who accepts a promotion shall retain the right to her/her former “Red Circle rate should he/she return to his/her former job within the period specified in the Collective agreement; otherwise the employee will receive the evaluated salary for the new job. c) An employee on authorized leave of absence (deemed to include, for the purpose of this article, sickness, accident, vacation, maternal/paternal leave, paid or unpaid leave of absence), and who returns to his/her regular job within the specified period, will be entitled to a “Red Circled” rate if his/her former job has become “Red Circled”. d) An employee on layoff who returns to his/her regular job within the period of time set out in the Collective Agreement will be entitled to a “Red Circled” rate if his/her former job has become “Red Circled”. 7. If changes to an existing classification result in a class maximum for a job higher than that previously in effect, the incumbent’s rate will move step to step to the appropriate level in the new salary range (i.e. the incumbent at the 2 year rate in the existing salary range will move to the 2 year rate in the new salary range).

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) An employee holding a job due to a job posting shall be entitled to the “Red Circle” rate if he/she returns to his/her former position within a period specified in the Collective Agreement and his/her job has become “Red circled”. Similarly, an employee in a “Red Circled” rate who accepts a promotion shall retain the right to her/her former “Red Circle rate should he/she return to his/her former job within the period specified in the Collective agreement; otherwise the employee will receive the evaluated salary for the new job. c) An employee on authorized leave of absence (deemed to include, for the purpose of this article, sickness, accident, vacation, maternal/paternal leave, paid or unpaid leave of absence), and who returns to his/her regular job within the specified period, will be entitled to a “Red Circled” rate if his/her former job has become “Red Circled”. d) An employee on layoff who returns to his/her regular job within the period of time set out in the Collective Agreement will be entitled to a “Red Circled” rate if his/her former job has become “Red Circled”. 7. If changes to an existing classification result in a class maximum for a job higher than that previously in effect, the incumbent’s rate will move step to step to the appropriate level in the new salary range (i.e. the incumbent at the 2 year rate in the existing salary range will move to the 2 year rate in the new salary range).

New and Changed Classifications. 1. 16.1 In the event that new classifications are created or former classifications are recreated, the Hospital 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 15 14 and within six (6) months of the position being filled, the Job Evaluation Committee 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, when the new classification has been determined, and forty-five (45) working day provision in Article 14.9 shall be extended until the incumbent does not wish to remain in salary grade for the position as a result of the determination, the parties will meet to discuss implementation options for the incumbentis agreed to. 2. 16.2 In the event that changes occur in existing jobs, the employee shall submit Union may request the preparation of a request new Job Description in a format consistent with reasons for re-evaluation to their managerthat used in the Collective Agreement. On either party's request, the Bargaining Committee and the Company will meet with the goal of evaluating the changed classification. (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. 16.3 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 1020. 4. 16.4 As a result of a newly created job, any rate adjustment shall will 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 in writing to the Manager of the Human Resources Department. 5. 16.5 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 at that date will be considered a “"Red Circle” " rate. “Employees hired, transferred or posted to another position after ratification date will receive the class rate of the occupation they are hired for, transferred to, or accept through job posting. "Red Circle” " rates will disappear with attrition and promotion. 6. The following general principles shall apply to “Red Circle” rates: ai) If a regular an employee becomes "Red Circled" on the job he/she is holding holding, on a temporary job that is re- evaluated to a lower paid clerical groupbasis, at the date of implementation, the employee’s 's salary shall will not be reduced until the temporary assignment is completed. bii) An employee holding a job due to a job posting shall promotion at the date of implementation will be entitled to the “"Red Circle” " rate if he/she returns to his/her former position job within a the period specified in the Collective Agreement and his/her that former job has become “"Red circled”Circled". Similarly, an employee in a “"Red Circled” " rate who accepts a promotion shall will retain the right to her/her the former “"Red Circle Circle" rate should he/she return to his/her former job within the period specified in the Collective agreementAgreement; otherwise the employee will receive the evaluated salary for the new job. ciii) An employee on authorized leave of absence (deemed to include, for the purpose of this article, sickness, accident, vacationvacation , maternal/paternal parental leave, paid or unpaid leave of absence)) at the date of implementation , and who returns to his/her regular job work within the specified period, will be entitled to a “"Red Circled” " rate if his/her former job has become “"Red Circled”". div) An employee on layoff at the date of implementation who returns to his/her regular job within the period of time set out in the Collective Agreement will be entitled to a “"Red Circled” " rate if his/her former should that regular job has have become “"Red Circled”". 7v) Employees in "Red Circled" jobs will be entitled to the normal promotional salary increases and annual salary reviews if their current rate is below the maximum for the existing salary grade. They will be allowed to proceed to the maximum of the existing salary grade for the "Red Circled" job for as long as they remain the incumbent. 16.6 If changes to an existing classification result in a class maximum for a job higher than that previously in effect, the incumbent’s 's rate will move step to step to the appropriate level in the new salary range (i.e. the incumbent at the 2 year rate standard in the existing salary range will move to the 2 year rate standard in the new salary range). 16.7 Red Circle for the purpose of this Agreement shall mean: i) The employee will receive one-half of any negotiated salary increase, including COLA each year until the employee is no longer paid in excess of the appropriate rate for the job. ii) Employees that are Red Circled and are within five (5) years of Retirement at date of ratification, shall continue to receive the full negotiated salary increase including COLA up to and including their retirement date.

New and Changed Classifications. 1. 16.1 In the event that new classifications are created or former classifications are recreated, the Hospital 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 15 14 and within six (6) months of the position being filled, the Job Evaluation Committee Company will meet with the goal of evaluating the new classification. For the purpose of this Article, when the new classification has been determinedBargaining Committee, 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.with job incumbents where required, 2. 16.2 In the event that changes occur in existing jobs, the employee shall submit Union may request the preparation of a request new Job Description in a format consistent with reasons for re-evaluation to their managerthat used in the Collective Agreement. On either party's request, the Bargaining Committee and the Company will meet with the goal of evaluating the changed classification. (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. 16.3 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 1020. 4. 16.4 As a result of a newly created job, any rate adjustment shall will 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.rate 5. 16.5 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 at that date will be considered a “"Red Circle” " rate. “Employees hired, transferred or posted to another position after ratification date will receive the class rate of the occupation they are hired for, transferred to, or accept through job posting. "Red Circle” " rates will disappear with attrition and promotion. 6. The following general principles shall apply to “I. If an employee becomes "Red Circle” rates: a) If a regular employee Circled" on the job he/she is holding holding, on a temporary job that is re- evaluated to a lower paid clerical groupbasis, at the date of implementation, the employee’s 's salary shall will not be reduced until the temporary assignment is completed. b) II. An employee holding a job due to a job posting shall promotion at the date of implementation will be entitled to the “"Red Circle” " rate if he/she returns to his/her former position job within a the period specified in the Collective Agreement and his/her that former job has become “"Red circled”Circled". Similarly, an employee in a “"Red Circled” " rate who accepts a promotion shall will retain the right to her/her the former “"Red Circle Circle" rate should he/she return to his/her former job within the period specified in the Collective agreementAgreement; otherwise the employee will receive the evaluated salary for the new job. c) III. An employee on authorized leave of absence (deemed to include, for the purpose of this article, sickness, accident, vacation, maternal/paternal maternal/ parental leave, paid or unpaid leave of absence)) at the date of implementation, and who returns to his/her regular job work within the specified period, will be entitled to a “"Red Circled” " rate if his/her former job has become “"Red Circled”". d) IV. An employee on layoff at the date of implementation who returns to his/her regular job within the period of time set out in the Collective Agreement will be entitled to a “"Red Circled” " rate if his/her former should that regular job has have become “"Red Circled”". 7V. Employees in "Red Circled" jobs will be entitled to the normal promotional salary increases and annual salary reviews if their current rate is below the maximum for the existing salary grade. They will be allowed to proceed to the maximum of the existing salary grade for the "Red Circled" job for as long as they remain the incumbent. 16.6 If changes to an existing classification result in a class maximum for a job higher than that previously in effect, the incumbent’s 's rate will move step to step to the appropriate level in the new salary range (i.e. the incumbent at the 2 year rate standard in the existing salary range will move to the 2 year rate standard in the new salary range). 16.7 Red Circle for the purpose of this Agreement shall mean: I. The employee will receive one-half of any negotiated salary increase, including COLA each year until the employee is no longer paid in excess of the appropriate rate for the job. II. Employees that are Red Circled and are within five (5) years of Retirement at date of ratification shall continue to receive the full negotiated salary increase including COLA up to and including their retirement date.

New and Changed Classifications. 1. 16.1 In the event that new classifications are created or former classifications are recreated, the Hospital 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 15 14 and within six (6) months of the position being filled, the Job Evaluation Committee 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, when the new classification has been determined, and forty-five (45) working day provision in Article 14.9 shall be extended until the incumbent does not wish to remain in salary grade for the position as a result of the determination, the parties will meet to discuss implementation options for the incumbentis agreed to. 2. 16.2 In the event that changes occur in existing jobs, the employee shall submit Union may request the preparation of a request new Job Description in a format consistent with reasons for re-evaluation to their managerthat used in the Collective Agreement. On either party's request, the Bargaining Committee and the Company will meet with the goal of evaluating the changed classification. (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. 16.3 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 1020. 4. 16.4 As a result of a newly created job, any rate adjustment shall will 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 in writing to the Manager of the Human Resources Department. 5. 16.5 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 at that date will be considered a “"Red Circle” " rate. “Employees hired, transferred or posted to another position after ratification date will receive the class rate of the occupation they are hired for, transferred to, or accept through job posting. "Red Circle” " rates will disappear with attrition and promotion. 6. The following general principles shall apply to “Red Circle” rates: ai) If a regular an employee becomes "Red Circled" on the job he/she is holding holding, on a temporary job that is re- evaluated to a lower paid clerical groupbasis, at the date of implementation, the employee’s 's salary shall will not be reduced until the temporary assignment is completed. bii) An employee holding a job due to a job posting shall promotion at the date of implementation will be entitled to the “"Red Circle” " rate if he/she returns to his/her former position job within a the period specified in the Collective Agreement and his/her that former job has become “"Red circled”Circled". Similarly, an employee in a “"Red Circled” " rate who accepts a promotion shall will retain the right to her/her the former “"Red Circle Circle" rate should he/she return to his/her former job within the period specified in the Collective agreementAgreement; otherwise the employee will receive the evaluated salary for the new job. ciii) An employee on authorized leave of absence (deemed to include, for the purpose of this article, sickness, accident, vacation, maternal/paternal parental leave, paid or unpaid leave of absence)) at the date of implementation, and who returns to his/her regular job work within the specified period, will be entitled to a “"Red Circled” " rate if his/her former job has become “"Red Circled”". div) An employee on layoff at the date of implementation who returns to his/her regular job within the period of time set out in the Collective Agreement will be entitled to a “"Red Circled” " rate if his/her former should that regular job has have become “"Red Circled”". 7v) Employees in "Red Circled" jobs will be entitled to the normal promotional salary increases and annual salary reviews if their current rate is below the maximum for the existing salary grade. They will be allowed to proceed to the maximum of the existing salary grade for the "Red Circled" job for as long as they remain the incumbent. 16.6 If changes to an existing classification result in a class maximum for a job higher than that previously in effect, the incumbent’s 's rate will move step to step to the appropriate level in the new salary range (i.e. the incumbent at the 2 year rate standard in the existing salary range will move to the 2 year rate standard in the new salary range). 16.7 Red Circle for the purpose of this Agreement shall mean: i) The employee will receive one-half of any negotiated salary increase, including COLA each year until the employee is no longer paid in excess of the appropriate rate for the job. ii) Employees that are Red Circled and are within five (5) years of Retirement at date of ratification shall continue to receive the full negotiated salary increase including COLA up to and including their retirement date.