New and Changed Positions. When a new or substantially altered job category covered by this Agreement is introduced, the wage rate and job description shall be given to the Union. Unless notice of objection by the Union is given to the Employer within sixty (60) calendar days after such notice, the wage rate and job description shall be considered to have been agreed. Where the Union objects, it shall provide reasons for the objection in writing subject to the provisions of Article 31.
1. If the classification and/or wage rate established by the Employer for the new position is revised as a result of negotiation or arbitration, then the revised classification and wage rate shall be effective from the date the position was established.
New and Changed Positions. When a new or substantially altered job category covered by this agreement is introduced, the wage rate and job description shall be given to the Union. The job descriptions presented to the Union shall become the recognized job descriptions until written notice of objection is given by the Union within 30 calendar days. Where the Union objects, it shall provide specific details of its objections which shall be generally limited to whether:
(a) the job description accurately describes the type of duties, level of responsibilities and required qualifications of the job;
(b) the job is properly remunerated in relation to the existing wage schedule; and
(c) any qualifications established for the job are relevant and reasonable. If the classification and/or wage rate established by the Employer for the new or altered position is revised as a result of negotiation or arbitration, then the revised classification and wage rate shall be effective from the date the position was established.
New and Changed Positions. (a) In the event the Employer establishes a new classification or position, the Union shall receive a copy of the job description and the propose wage rate.
(b) If the Union does not object in writing within thirty (30) calendar days following such notification, the classification and wage rate shall become the agreed job description.
(c) If the Union files written objection, the parties shall meet at Step Three of the grievance procedure and attempt to resolve the matter. If the issue is not resolved it may be dealt with through the grievance procedure.
(d) If the wage of a new classification is adjusted by means of negotiation or otherwise, such adjustment shall be retroactive to the date the new or revised classification came into effect, unless otherwise negotiated.
New and Changed Positions. 22 ARTICLE 15 - SHIFT PREMIUMS 22 ARTICLE 16 - RESPONSIBILITY PAY 23 ARTICLE 17 - TECHNOLOGICAL CHANGE 23 ARTICLE 18 - REDUCTION IN WORK FORCE 23 ARTICLE 19 - SCHEDULING PROVISIONS 25 ARTICLE 20 - HOURS OF WORK 28 ARTICLE 21 - OVERTIME 29 ARTICLE 22 - CALL-BACK 31 ARTICLE 23 - CALL-IN - STATUTORY REQUIREMENT 31 ARTICLE 24 - RELIEVING IN HIGHER AND LOWER-RATED POSITIONS 31 ARTICLE 25 - TRANSPORTATION ALLOWANCE 31 ARTICLE 26 - STATUTORY HOLIDAYS 32 ARTICLE 27 - VACATIONS 33 ARTICLE 28 - BEREAVEMENT LEAVE 35
New and Changed Positions. Note: This Article will remain in effect until the implementation of the Maintenance Agreement and Classification Manual. See Appendix 7 –
New and Changed Positions. (a) When a new or substantially altered job category covered by this Agreement is introduced, the wage rate and job description shall be given to the Union. Unless notice of objection by the Union is given to the Employer within sixty (60) calendar days after such notice, the wage rate and job description shall be considered to have been agreed. Where the Union objects, it shall provide reasons for the objection in writing subject to the provisions of Clause 28.1.
(b) If the classification and/or wage rate established by the Employer for the new position is revised as a result of negotiation or arbitration, then the revised classification and wage rate shall be effective from the date the position was established. If, during the term of the Collective Agreement, it appears to the Union that the duties of a classification have increased in responsibility, and that a higher wage rate, established or not, would be more applicable, the Union may grieve the matter, commencing at Step 1 of the grievance procedure, and, if necessary, the matter shall be resolved through interest arbitration, the Arbitrator to be mutually agreed or selected by the Collective Agreement Arbitration Bureau. The provisions of Section (b) above will apply.
New and Changed Positions. 62 ARTICLE 32 - TERM OF AGREEMENT 63 APPENDIX 1 - List of Employers – Generated as of April 1, 2001. 66 APPENDIX 2 - Reference - Wage Grids 75 APPENDIX 3 - Region 79 APPENDIX 4 - Policy Dispute Resolution Process – Employment Security and Labour Force Adjustment Agreement 80 APPENDIX 5 - Group RRSP 82 APPENDIX 6 - Long-Term Disability Insurance Plan 83 APPENDIX 7 - INFORMATION APPENDIX 1 - Summary of HBT Trust Coverage 105 INFORMATION APPENDIX 2 - Summary of HBT Trust Coverage 108 MEMORANDUM OF AGREEMENT #1 - Re: Comparability and Standardization of Wage and Benefit Levels 111 MEMORANDUM OF AGREEMENT #2 - Re: Job Classification Plan (JCP) – Preliminary Matching Process 114 MEMORANDUM OF AGREEMENT #3 - Re: Job Classification Plan (JCP) – Implementation Agreement 116 MEMORANDUM OF AGREEMENT #4 - Re: New Certifications 119 MEMORANDUM OF AGREEMENT #5 - Re: Certain Existing Collective Agreement Provisions 121 MEMORANDUM OF AGREEMENT #6 - Re: Certain Existing Collective Agreement Provisions (Seniority) 123 MEMORANDUM OF AGREEMENT #7 - Re: Home Support Agencies - Service Reductions 125 MEMORANDUM OF AGREEMENT #8 - Re: Implementation of Article 15 for Newly-Certified Employers 127 MEMORANDUM OF AGREEMENT #9 - Re: Live-in and Overnight Shifts. 129 MEMORANDUM OF AGREEMENT #10 - Re: Healthcare Labour Adjustment Agency Funding 130 MEMORANDUM OF AGREEMENT #11 - Re: Occupational Health and Safety Agency 132 MEMORANDUM OF AGREEMENT #12 - Re: Prevention of Musculo-skeletal Injuries 134 MEMORANDUM OF AGREEMENT #13 - Re: LTD Claimants Pre-April 1, 2000 136 MEMORANDUM OF AGREEMENT #14 - Re: Suspension of Drivers’ Licences 137 MEMORANDUM OF AGREEMENT #15 - Re: Local Discussions Regarding Nursing Shortage Solutions 139 MEMORANDUM OF AGREEMENT #16 - Re: Employee and Family Assistance Programs 140 MEMORANDUM OF AGREEMENT #17 - Re: Article 15 Sub-Committee 141 MEMORANDUM OF AGREEMENT #18 - Re: Wage Status of CHW’s Paid CHW II Rate 143 LETTER OF UNDERSTANDING - Re: Non-Standard Work Schedules 144
New and Changed Positions. In the event the Employer establishes a new classification or significantly changes an existing job, the Employer will set the rate for the job and notify the Union and provide a copy of the job description to the Union. The rate will be considered agreed upon, unless the Union objects to the rate, in writing, within thirty (30) calendar days following notification. The rate will then be subject to negotiation by the Parties. If the Parties are unable to resolve the rate by negotiation, the matter may be referred to expedited arbitration.
New and Changed Positions. New or Changed Positions Where the Employer establishes a new position or significantly changes the duties to be performed by an employee in an existing classification, the Employer and the Union agree to meet prior to the implementation of the change to discuss the wage rate and job description. Failing an agreement between the Employer and the Union on these matters, the matter may ultimately be resolved through the grievance and arbitration procedure and the arbitrator expressly has the jurisdiction to determine the appropriate wage rate for the new or changed position (provided the new position is within the bargaining unit.).
New and Changed Positions. 9.7.1 It is recognized by the parties that the business needs of the Employer may require changing current job classifications or developing new ones.
9.7.2 If the Employer determines the need to establish a new job classification, the Union shall be notified in writing prior to the implementation or posting of the position and be given an opportunity to meet and confer with the Employer. Should the parties disagree with the level determined by the Employer, the Union may file a written grievance at Step 2 of the grievance procedure referenced in Article 18 of this agreement within five (5) working days of the Employer's written response from the meeting referenced above.
9.7.3 Should a bargaining unit employee assert that there has been a material change in his/her job classification, the employee and the Union representative will submit the request for reclassification in writing to the appropriate department head. A material change in a job occurs if there is a significant increase in the responsibilities of the job or if the work currently being performed demands a significantly increased level of experience, education or training than had previously been required. An increased volume of work does not constitute a material change. The Employer shall meet with the employee and Union representative within ten (10) workdays of receipt of the request for reclassification. Should the parties disagree as to the level or classification of the job, the Union may file a grievance on behalf of the employee at Step 3 of the grievance procedure in Article 18 of this agreement within fifteen (15) workdays from the Employer's written response to the reclassification request.
