New or Altered Classifications Sample Clauses

New or Altered Classifications. 15.01 The Employer may alter and/or establish classifications and set salary scales related thereto during the term of this Agreement provided, however, in such an event the Employer shall notify the Union of such alterations and/or new classifications and the proposed compensation related thereto. When the Employer proposes to exclude a new or existing classification or position that is within the group of Employees identified in Article 5.01 from a classification within the Bargaining Unit it shall advise the Union and the Local giving the reasons, in writing for such exclusion before the exclusion is to take effect. 15.02 If the proposed compensation of an altered or established classification is in dispute and is not resolved by consultation with the Employer, the Union may, within twenty (20) working days of the date the Union received the notice referred to above, serve written notice on the Employer of the Union’s intention to submit the proposed compensation to Arbitration for settlement in accordance with Sub-clause 24.03(e)(ii) of the Grievance Procedure. Should the Union object to the exclusion of a new or existing classification identified in Article 15.01 within twenty (20) working days of receipt of the proposal, the exclusion shall not take place until settlement is reached pursuant to Article 24 - Grievance Procedure, commencing at Step II. 15.03 When the Employer establishes new or altered classifications and provides written notice to the Union after notice has been given by either Party to commence Collective Bargaining pursuant to the Public Service Employee Relations Act, the provisions of Clause 15.02 shall not apply. Compensation shall be subject to Collective Bargaining under the Act. 15.04 The Employer shall provide the Union with a copy of the classification specifications in effect as of the date of ratification of this Agreement. 15.05 An Employee will be provided with an updated job description when the duties or responsibilities of the position have changed significantly. 15.06 A classification review request may be made to Human Resources on an annual basis subsequent to the Employees performance review including review of the employee’s job duties and position description: (a) where an Employee or the Employee’s supervisor does not feel the Employee is correctly classified; or (b) where an employee believes that the primary functions of her job class which is part of a classification listed in the Schedules are changed or ar...
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New or Altered Classifications. (a) If the Employer creates a new position or significantly alters a position within the bargaining unit, it shall give written notice to the Union. Such notice shall include the new or altered job description, the proposed salary structure, and the rationale for the new/altered position including relevant wage comparators if applicable. (b) If the Union fails to object in writing within thirty (30) days of receipt of the notice from the Employer, the salary structure shall be considered as established. (c) If the Union objects to the salary structure established by the Employer and the parties mutually agree to revise the salary structure, the revised salary structure shall be retroactive to the date the new position was implemented. (d) Failing resolution of the matter by mutual agreement, within a further thirty (30) days of receipt of the notice from the Employer, it may be referred to the grievance procedure. By mutual agreement, the matter may be referred directly to arbitration.
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New or Altered Classifications. The Employer may establish new job classifications, or abolish, merge, or change existing classifications, of Employees covered by this Agreement in accordance with the Personnel Act (NMSA 1978, Section 10-9-1 et seq.). At the time of such action, the Employer shall identify the Employees covered by this Agreement to be included in any new or altered job classification and shall identify the old job classification(s) if any, which in whole or
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New or Altered Classifications. The employer may establish new job classifications, or abolish, merge or change existing classifications of employees covered by this agreement.
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New or Altered Classifications. ‌ Section 1. The State’s designee may establish new job classifications, or abolish, merge, or change existing job classifications, of Employees covered by this Agreement in accordance with the Personnel Act (NMSA 1978, Section 10-9-1, et seq.). At the time of such action, the State’s designee shall identify the Employees covered by this Agreement to be included in any new or altered job classification study and shall identify the old job classification(s), if any, which, in whole or in part, are being replaced. Unless it is supervisory, confidential, or managerial, as defined in the PEBA, any new or altered job classification that, in whole or in part, replaces a job classification already represented by the Union, shall be included in the bargaining unit. When the State’s designee removes or excludes an existing classification from the bargaining unit, it must also give a written notice regarding the exclusion or removal of the classification from the bargaining unit to the Union. Any issues concerning whether or not such newly created or altered job classification remains in the bargaining unit shall be determined in accordance with the PEBA. Section 2. Nothing in this Article shall be deemed a waiver of any right to negotiate salary rates assigned to job classifications, to the extent consistent with the PEBA.
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New or Altered Classifications. Section 1. The Employer may establish new job classifications, or abolish, merge, or change existing job classifications of employees covered by this Agreement in accordance with the Personnel Act [Section 10-9-1, et seq. XXXX 0000]. At the time of such action, the Employer shall identify the employees covered by this Agreement to be included in any new or altered job classification and shall identify the old job classification(s), if any, which in whole or in part are being replaced. Unless it is supervisory, confidential, or managerial, as defined in PEBA, any new or altered job classification that, in whole or in part, replaces a job classification already represented by the Union, shall be included in the bargaining unit. Any issues concerning whether or not such newly created or altered job classification remains in the bargaining unit shall be determined in accordance with the PEBA.
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New or Altered Classifications. The Board shall provide access to a Classification Manual and provide a copy of particular classification descriptions to an Employee upon request. An Employee who feels that the position is incorrectly classified may apply for a reclassification of the position. The procedure for applying will be as follows:
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New or Altered Classifications. The Employer may establish new job classifications, or abolish, merge, or change existing classifications of employees covered by this Agreement in accordance with the Personnel Act [Section 10.9.1 et seq. XXXX 0000]. At the time of such action, the Employer shall identify the employees covered by this Agreement to be included in any new or altered job classification and shall identify the old job classification(s) if any, which in whole or in part, are being replaced. Unless it is supervisory, confidential, or managerial status, as defined in the PEBA, any new job classification that is within an appropriate bargaining unit already represented by the Union shall be included.
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Related to New or Altered Classifications

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • 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.

  • Changes in Classification The regular wage rate of the employee in effect on July 1 and January 1 will determine his entitlement to Group Life and Accidental Death and Dismemberment coverages as outlined in the schedule contained in Exhibit “B”. Where an employee’s regular duties consist of more than one job, his regular rate shall be deemed to be the average of the rates applicable to such jobs.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • WAGE RATES AND CLASSIFICATIONS Classifications and the hourly wage rates applicable thereto are contained in the Appendices attached to and forming part of this Agreement.

  • Job Classification Full-Time and Part-Time (a) 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 within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor 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 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. (b) When the Hospital makes a substantial change during the term of this agreement 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, to permit the Union to make representation with respect to the appropriate rate of pay. (c) 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 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. (d) 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.

  • WAGES AND CLASSIFICATIONS 8.1 Employees shall be paid the wage established for their classification. Employees shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Director may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows. After twenty- six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. 8.2 Wages shall be paid at bi-weekly intervals on Thursdays after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Employees hired after April 7, 2010, must make arrangements to have their pay deposited to a bank account via electronic transfer. 8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the nearest quarter hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. The temporary upgrade wage rate will also apply to any meal time or travel time that occurs while the employee is temporarily reassigned. 8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.5 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification. 8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification. 8.6 Shift differential shall be paid to those employees performing Power Plant Operations, and Maintenance work when their regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 P.M. TO 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day. 8.7 Attached hereto and made a part hereof are: Exhibit “A-1” through “A-3”, all of which are titled “Schedule of Wage Rates.” 8.8 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”. 8.9 Attached hereto and made a part hereof is Exhibit “E”, titled “Standby Duty”.

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