New or Reclassified Positions. Where new positions are created within the bargaining unit, or current positions reclassified, the Employer will advise the Union in advance of the nature of the position and the proposed wage or salary rate. Should the Union object to any changes and the parties are unable to reach agreement in any dispute that may arise, such dispute shall be resolved in accordance with the Grievance Procedure. The new rate shall become retroactive to the time the position was first filled by an employee.
New or Reclassified Positions. If the District creates a new bargaining unit job classification or substantially revises an existing bargaining unit classification, it shall provide the new (revised) description to the Union along with a proposed wage rate. Within fourteen (14) days of notification, the Union shall demand negotiations under ORS 243.698 on a permanent wage rate for that classification or the proposed rate shall become permanent. Failure to respond provides consent to the proposed rate.
New or Reclassified Positions. Where new positions are created within the bargaining unit, or current positions reclassified, CAW will advise the Staff Union of the nature of the position and the salary rate. Disputes as to duties and/or salary rates are subject to the grievance and arbitration procedures.
New or Reclassified Positions. 17.01 New or changed bargaining unit job descriptions shall be provided to the Union Executive upon finalization.
17.02 The Parties agree that the Job Evaluation & Pay Equity Maintenance Manual dated January 8, 2010 shall form part of the Collective Agreement.
New or Reclassified Positions. (a) The Employer reserves the right to discontinue job classifications within the bargaining unit. The Employer shall notify the Union of any discontinued job classification within twenty (20) days.
(b) The Employer reserves the right to change job classifications within the bargaining unit. The Employer shall notify the union within twenty (20) days if a job classification is changed due to new licensing or certification requirements. If a job classification requires new licensing or certification any initial training will be provided by the Employer.
(c) The Employer reserves the right to establish new job classifications within the bargaining unit. Within twenty (20) days after the Union is informed of the new classification and proposed rate of pay, the Union may request in writing to negotiate the rate of pay for the new position.
(d) It is the function of the Human Resources Department to conduct a job audit to determine the appropriate classification and rate of pay for an employee whose duties have substantially changed. In the event a job audit results in the elimination or reclassification of a bargaining unit position, the Employer will notify the Union.
i. The notice will set forth the reasons for the elimination or reclassification along with a copy of the old and new job description of the job affected.
ii. If the Union objects to the proposed action, it must notify the Human Resources Director of its objection within twenty (20) days of the date the notice was sent.
iii. If the Union responds in writing within the twenty (20) day period, the proposed elimination or reclassification will be discussed at the next regularly scheduled Labor-Management Committee meeting.
iv. If the parties cannot resolve the issue within twenty (20) days of the Labor-Management meeting, each party will be free to pursue their appropriate remedies.
New or Reclassified Positions. (a) The Employer reserves the right to discontinue job classifications within the bargaining unit. The Employer shall notify the Union of anydiscontinued job classification within twenty (20) days.
(b) The Employer reserves the right to change job classifications within the bargaining unit. The Employer shall notify the union within twenty (20) days if a job classification is changed due to new licensing or certification requirements. If a job classification requires new licensing or certification any initial training will be provided by the Employer.
(c) The Employer reserves the right to establish new job classifications within the bargaining unit. Within (20) twenty days after the Union is informed of the new classification and proposed rate of pay, the Union may request in writing to negotiate the rate of pay for the new position.
(d) It is the function of the Human Resources Department to conduct a job audit to determine the appropriate classification and rate of pay for an employee whose duties have substantially changed. In the event a job audit results in the elimination or reclassification of a bargaining unit position, the Employer will notify the Union.
i. The notice will set forth the reasons for the elimination or reclassification along with a copy of the old and new job description of the job affected.
New or Reclassified Positions a) Management determines the duties and qualifications for positions. When it is determined that changes are necessary, the City will notify the Union of the reason for the change(s).
b) Rates of pay shall be negotiated by the parties. Where agreement on the rate of pay cannot be reached, either party may submit the rate of pay for the position to the grievance procedure as outlined in Article 5 of this Agreement
c) The employee(s) via the union, the Union, or Management may submit a reclassification request to the Human Resources Division.
New or Reclassified Positions. A manual of job descriptions shall be pro- vided to the Union by January of each year, and a supplement showing each new job description shall be provided as new jobs are created. A job rating committee composed of: Manager, Personnel Services, Chairman Head of Division One other employee of the Board excluded from the bargaining unit and Three of the following representatives of the Union 1 Professional Librarian 1 Clerical Driver Clerk/Maintenance 1 representative of the Union rate any new position that may have been created. The committee shall recommend its at the next regular meeting of the Any rates established by the Library under this provision may be subject to challenge under the Grievance Procedure (within fifteen working days from date of notifica- tion to the Union). If a grievance proceeds to arbitration under this section, the Arbi- tration Board shall be restricted solely to determining the appropriate wage rate ap- plicable in relation to other related rates within the bargaining unit.
New or Reclassified Positions. If the District creates a new bargaining unit job classification or substantially revises an existing bargaining unit classification, it shall provide the new (revised) description to the Union along with a proposed wage rate. Within fourteen (14) days of notification, the Union shall demand negotiations under ORS 243.698 on a permanent wage rate for that classification or the proposed rate shall become permanent. Failure to respond provides consent to the proposed rate. Beginning in the 2024-2025 school year, July 1, any employee in the current “aide” positions will be reclassified for purposes of payroll as Behavior Support Aide: Education Aide – Kindergarten, Behavior Support Classroom Aide Grades K-2, Behavior Support Classroom Aide Grades 3-5, Student Center Aide North, Student Center Aide South, Middle School PASS Room Aide, and High School In-school Suspension Aide, within the provisions for split assignments. Eligible employees will be moved laterally after any annual advancement as of July 1, and not restarting at Step 1 of the new classification. Any Education Aide or Independent Aide that is reclassified as a Behavior Support Aide will be required to attend and complete state approved restraint and seclusion training prior to the start of the next school year. Beginning in the 2024-2025 school year, July 1, building level secretaries will be designated as Secretary Finance, Secretary Registrar, and Secretary General. Any secretary that is cross- trained in registration or attendance functions will be in the Secretary Registrar payroll classification. Eligible employees will be moved laterally after any annual advancement as of July 1, and not restarting at Step 1 of the new classification.
New or Reclassified Positions. (1) The Employer reserves the right to establish new or change or discontinue job classifications within the bargaining unit. The Employer shall notify the Union of any such change together with the rate of pay. Within ten (10) working days after the new classification and its proposed rate of pay is announced, the Union may file with the Employer a notice of disagreement with the rate of pay and in that event the parties agree to negotiate the rate of pay for the new classification.
(2) It is the function of the Human Resources Department of the Employer to conduct a reclassification study to determine the appropriate title and rate of pay for a classification whose duties have substantially changed. Within ten (10) working days after the results of the reclassification study is announced, the Union may file a notice of disagreement with the proposed wage rate with the Human Resources Department. In that event, the parties agree to negotiate the rate of pay for the position studied.
