Common use of New Job Classifications Clause in Contracts

New Job Classifications. When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

New Job Classifications. When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union Bargaining Unit of the same. If the local Union Bargaining Unit challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital shall notify the Union and agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

New Job Classifications. When a new classification (which is covered by the terms of this collective agreement) is established by the HospitalEmployer, the Hospital Employer shall determine the rate of pay for such new classification and notify the local Union Bargaining Unit of the same. If the local Union Bargaining Unit challenges the rate, it shall have the right to request a meeting with the Hospital Employer to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital Employer of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the HospitalEmployer. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital Employer makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital Employer shall notify the Union and agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity ActEmployer.

New Job Classifications. When a (a) The Employer shall notify the Union of any future job classifications(s) appropriate to the bargaining unit. It is not the Employer’s policy to establish new job classifications outside of the bargaining unit for the purpose of excluding such employees from the bargaining unit. (b) The Employer will notify the Union in writing when new job classifications that include work previously and/or currently performed by bargaining unit job classifications are created, when duties of bargaining unit job classifications are substantially changed and/or when duties of bargaining unit job classifications are transferred to non-bargaining unit positions. Such written notice will be provided to the Union within ninety (90) calendar days prior to the effective date of such new job classifications, change or transfer of the duties of currently represented job classifications. (c) The Employer will notify the Union of any newly created non-exempt office, clerical and administrative classification which is non- supervisory and non-confidential in nature as defined by the National Labor Relations Act no later than fourteen (14) calendar days prior to posting the position for hire and which encompasses duties performed by existing bargaining unit classifications. This notice shall include the proposed job title, job description, job duties, qualifications and pay range and will indicate whether the Employer believes the new classification (which is covered by appropriate for inclusion in the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the sameOPEIU bargaining unit. If the local Union challenges the rate, it shall have the right to request a meeting does not agree with the Hospital Employer’s decision regarding whether or not to endeavour to negotiate include the classification in the bargaining unit, the Union shall submit a mutually satisfactory rate. Such request will be made written notice of objection within ten fourteen (1014) calendar days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice being notified of the new rate was given by the Hospitalclassification. If requested, the parties are unable shall then meet to agree, the dispute concerning discuss whether or not the new rate may classification should be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications included in the bargaining unit having regard unit. Should the parties be unable to the requirements of such classification. When the Hospital makes agree as to whether or not a substantial change in the job content of an existing newly created classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may should be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications included in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration unit, unless otherwise agreed, their recourse shall be retroactive only to the date that the Union raised the issue file an appropriate petition with the HospitalNational Labor Relations Board. The parties further agree that Nothing in this Section changes the above process parties’ agreement as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Actcontained in Article 1 - Recognition.

New Job Classifications. When a (a) The Employer will notify the Union in writing when duties of bargaining unit job classifications are substantially changed and when duties of bargaining unit job classifications are transferred to non-bargaining unit positions. Such written notice will be provided to the Union within thirty (30) calendar days prior to the effective date of the change or transfer of the duties of currently represented job classifications. It is not the Employer’s intent to establish new job classifications outside of the bargaining unit for the purpose of excluding such employees from the bargaining unit. (TA 2/16/18) (b) The Employer will notify the Union of any newly created exempt and/or non-exempt classification (which is covered non-supervisory and non-confidential in nature as defined by the terms National Labor Relations Act, and which encompasses duties performed by existing bargaining unit classifications. This notice shall be provided at least thirty (30) calendar days prior to the effective date of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify shall include the local Union of proposed job title, job duties, qualifications and pay range and will indicate whether the sameEmployer believes the new classification is appropriate for inclusion in the OPEIU bargaining unit. If the local Union challenges the rate, it shall have the right to request a meeting does not agree with the Hospital Employer’s decision regarding whether or not to endeavour to negotiate include the classification in the bargaining unit, the Union shall submit a mutually satisfactory rate. Such request will be made written notice of objection within ten fourteen (1014) calendar days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice being notified of the new rate was given by the Hospitalclassification. If requested, the parties are unable shall then meet to agree, the dispute concerning discuss whether or not the new rate may classification should be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications included in the bargaining unit having regard unit. Should the parties be unable to the requirements of such classification. When the Hospital makes agree as to whether or not a substantial change in the job content of an existing newly created classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may should be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications included in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration unit, unless otherwise agreed, their sole recourse shall be retroactive only to the date that the Union raised the issue file an appropriate petition with the HospitalNational Labor Relations Board. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.(TA 2/16/18)