NEW OR CHANGED JOB Sample Clauses

NEW OR CHANGED JOB. If a new job classification is established or there is a material change in an existing job classification, the rate of pay for the new or materially changed job classification shall be negotiable. If the Union disagrees with the rate of pay for the new job classification or materially changed job classification, it may process the matter in accordance with Article 5, Grievance Procedure, of this Agreement.

NEW OR CHANGED JOB. 38.01 When a new job is created or an existing job is materially changed, the Company may assign an employee to such new or changed job for a period not to exceed thirty (30) days. It shall be the responsibility of the Company to establish a wage rate and classification for the job within twenty (20) days of its creation or change. The Company agrees to discuss with the Union and provide all such data used to arrive at the new classification and rate. If the committee and the Company fail to agree on the new rate or classification for such job, a policy grievance may be filed in accordance with Section 11.0. The arbitrator will have the authority to establish a new wage rate and classification that is consistent with other wage rates and classifications under the Agreement. 38.02 New jobs shall be posted within thirty (30) days of start up, and experience gained as a result of temporary assignment will not be considered as qualification on the posting.

NEW OR CHANGED JOB. CLASSIFICATION

NEW OR CHANGED JOB. 13.01 The Region will exclusively design and assign duties and responsibilities for all jobs. It is agreed that neither the incumbent(s) nor the union executive can design or structure jobs, except as provided in Article 21. Nothing in this Article interferes with the union executive and the incumbent’s right to have input into job descriptions as outlined in Articles below. 13.02 “Other duties as assigned” is defined as those occasional duties which are directly related to the job. 13.03 In the event that a new position is decided upon by the Region, or where the Region revises a vacant position, or changes the skills, effort and responsibilities of an existing position, the Region shall forward the draft job description to the Vice President of the union. The Vice President will forward any comments they have regarding the accuracy of the description of the job duties, to ensure consistent use of terminology and language, to the Job Analyst within five (5) working days of receiving the job description from Human Resources. Any comments submitted by the Union will be taken into consideration by Human Resources when the job description is finalized. Human Resources shall determine the rate of pay for the position and shall forward the proposed rate of pay to the union by means of a memo and shall attach a copy of the signed job description. The position shall be posted in accordance with Article 12.11 of the Collective Agreement. 13.04 The Union will have twenty (20) working days from the date of the memo above to review the job description and the proposed rate of pay for the position. Where the Union claims that a job is incorrectly paid, the union may file a formal written protest. In the event that a formal written protest is made by the Union within the twenty (20) working day time limit, the parties shall arrange for a meeting within twenty (20) working days of the receipt of the Union’s protest for the purpose of endeavouring to resolve any differences. If such differences between the parties are not resolved by this means, then the dispute may be submitted to arbitration in the same manner as a grievance.

NEW OR CHANGED JOB. ‌ If a new job title is created by the Employer to perform bargaining unit work, the Employer shall set the proper pay rate for the title. The Employer shall determine the salary in relationship to relevant factors that may include internal and external comparisons among comparable public libraries and internal position comparisons. The Employer shall provide notice to the Union and the Union may provide any data it believes relevant for the Employer’s consideration and upon request by the Union to the Executive Director, meet to discuss the position. A revised job description, change of department, or a change of a work assignment will not be considered a new job title as long as the primary functions of the existing job title remain the same or similar. Should the rate of pay change, it shall be retroactive to the start of the position. An employee hired into such position shall be eligible for any remaining wage increases provided for under the remaining term of this Agreement.

NEW OR CHANGED JOB. CLASSIFICATION 3 The job description and classification for each position as of the date of this 4 Agreement shall continue in full effect unless: 5 1. The District changes the job content (requirements of the job as to 6 knowledge, skills, mental effort, responsibility and working conditions); or 7 2. The description and classification are changed by mutual agreement of 8 the Joint Union and Management Reclassification Committee.

NEW OR CHANGED JOB. CLASSIFICATION 7.01 If any new job classifications are established or if any job classification(s) have been overlooked in this wage schedule, the parties hereto have agreed to ne- gotiate a rate for the job(s) in question. If the parties are unable to reach an agreement, then the dispute will be settled through the grievance and arbitration procedure contained in this agreement. The new job classification and rate shall be nego- tiated within 30 days of implementation of the new positions