New Benchmarks. A benchmark classification system with an underlying point factor plan is utilized to classify jobs. The Employer is responsible for developing new benchmarks. When a new benchmark is developed, the Employer will evaluate the benchmark using the point factor plan, and will assign a pay grade. The Employer will provide new benchmarks to the Union for the purpose of reviewing the job evaluation points and pay grade. The Union has thirty (30) days to object to the job evaluation points and/or pay grade. In the case of objection, the parties will engage in discussions and attempt to resolve the matter. Where the Employer and Union can’t resolve the dispute over job evaluation points and/or pay grade, the matter may be referred to an arbitrator for expedited arbitration, in accordance with Article 31.04.
New Benchmarks. The Parties agree to include revised benchmark (attached) for BM 366 Investigative Officer (MEIA) and to revise reference job DS–09 Deputy Sheriff as part of the Public Service Job Evaluation Plan. Signed on behalf of the BCGEU: Signed on behalf of the BCPSA: Date: Date: The Parties agree that a Grid Range 33 will be added to the Public Service Job Evaluation Plan effective April 1, 2007. Grid 33 will encompass all positions with a cumulative point rating of greater than 1044 points. All positions currently rated at 1045 points and greater will be reclassified to Grid 33 effective April 1, 2007. The salary range for Grid 33, prior to the adjustments scheduled for 14th Master Agreement, shall be: 33 1 67,257.43 2,577.97 36.8281 Signed on behalf of the BCGEU: Signed on behalf of the BCPSA: Date: Date: The Parties agree that Correctional Officers R15 & Child and Youth Mental Health Social Worker (R 24) will receive an adjustment equating to Grid 16 and 25 respectively. For all purposes of the Collective Agreement, the two referenced classifications will be considered to be Grid 16 and 25 respectively. *This Memorandum applies solely to those positions where a recognized Master’s degree is a requirement of the position. This memorandum pertains to the application of the Memorandum of Agreement dated March 11, 2003 respecting “Transfer of Compliance Operations and Motor Carrier Department Programs from the Insurance Corporation of BC (ICBC) to the Province”. Under the terms of that agreement, employees receiving a salary in excess of the maximum salary for the position with the Province are subject to further downward salary adjustments on October 1, 2006 and October 1, 2007. It is hereby agreed that the MoA of March 11, 2003 is amended to the extent that further downward salary adjustments scheduled for October 1, 2006 and October 1, 2007 are cancelled and instead, affected employees shall be afforded salary protection provided by Clause 27.7 based on salary in place on March 31, 2006. There shall be a moratorium on classification appeals concerning the application of the CTI classification series for one year following the date of signing. Further, all current classification appeals are hereby withdrawn (Xxxxx et al) Delete
