Common use of POSITION CLASSIFICATION INFORMATION Clause in Contracts

POSITION CLASSIFICATION INFORMATION. The parties agree to the use of the Job Evaluation Manual as approved on January permanent employees shall be supplied with a booklet of the Job Evaluation Manual. This booklet shall not refer to the points or degree ratings of individual positions. The Job Evaluation points and degree ratings to individual positions shall remain confidential and accessible only through the Joint Job Evaluation Committee, which shall make all its applicable decisions in accordance with the Job Evaluation Manual. Management shall keep up-to-date position descriptions of each classification in the wage schedule as agreed to by the Joint Job Evaluation Committee. The position content shall be the sole responsibility of the Management. Ajob can be submitted for re-evaluation only if there has been a change in job duties since the last job evaluation. A letter indicating the to the duties shall be submitted to the Human Resources Department, no sooner than January and no later than May The Joint Job Evaluation Committee will meet after May each year and will evaluate only the subfactors and degrees affected by the change in job duties. The Committee’s review shall be restricted to determining how individual subfactors and degrees may have changed as a result of the new duties. Disputes that cannot be resolved by the Joint Job Evaluation Committee will be submitted to a Third Party for resolution. The Third Party’s decision shall be restricted to determining how individual subfactors and degrees may have changed as a result of the new job duties. Subfactors and degrees not affected by the change in job duties cannot be reviewed. All decisions must be agreed to by the Joint Job Evaluation Committee by July year, failing which, either party can refer the matter to expedited arbitration as

POSITION CLASSIFICATION INFORMATION. The parties agree to the use of the Job Evaluation Manual as approved on January March and it shall form part of this Agreement. All permanent employees shall be supplied with a booklet of the Job Evaluation Manual. This booklet shall not refer to the points or degree ratings of individual positions. The Job Evaluation points and degree ratings assigned to individual positions shall remain confidential and accessible only through the Joint Job Evaluation Committee, which shall make all its applicable decisions in accordance with the Job Evaluation Manual. Management shall keep up-to-date position descriptions of each classification in the wage schedule as agreed to by the Joint Job Evaluation Committee. The position content shall be the sole responsibility of the Management. Ajob can be submitted for re-evaluation only if there has been If the content of a change in job duties since position is changed substantially, the last job evaluation. A letter indicating the to the duties revision shall be submitted to the Human Resources Department, no sooner than January and no later than May The Joint Job Evaluation Committee will meet after May each year and will evaluate only be re-evaluated as per the subfactors Job Evaluation Manual. If a position, not including supervisory responsibilities as set out in Article is re-evaluated to a higher position level, the personnel employed in that position shall move to the same pay step in the new position level as they held before re-evaluation. If a position is re-evaluated to a lower position level, the personnel employed in that position classification shall not suffer any loss of wages. Their wage rate shall be red-circled and degrees affected by not changed until such time as the change in job dutiesrate for the new position level reaches or exceeds the rate of the old position level. The Committee’s review effective date for pay purposes shall be restricted to determining how individual subfactors and degrees may have changed as a result of the new duties. Disputes that cannot be resolved date on which the appeal or Position Description Questionnaire is received by the Joint Job Evaluation Committee will be submitted to Committee. If the negotiating committees do not agree on the level for a Third Party for resolution. The Third Party’s decision new or redescribed position, Management shall be restricted free to determining how individual subfactors and degrees may have changed as implement the position at a result of the new job duties. Subfactors and degrees not affected rate assigned by the change Management, and the Union shall be free to challenge this rate in job duties cannot accordance with the Grievance Procedure. Article All progressions from one step to the next shall be reviewedgranted only within the specified time, assuming that sufficient ability is shown. All decisions must wage rates shall be agreed expressed as cents per hour. When percentage wage changes occur, they shall be calculated to by the Joint Job Evaluation Committee by July year, failing which, either party can refer nearest cent according to the matter to expedited arbitration asEngineers’ Rule of Rounding. Article

POSITION CLASSIFICATION INFORMATION. The parties agree to the use of the Job Evaluation Manual as approved on January March and it shall form part of this Agreement. All permanent employees shall be supplied with a booklet of the Job Evaluation Manual. This booklet shall not refer to the points or degree ratings of individual positions. The Job Evaluation points and degree ratings assigned to individual positions shall remain confidential and accessible only through the Joint Job Evaluation Committee, which shall make all its applicable decisions in accordance with the Job Evaluation Manual. Management shall keep up-to-date position descriptions of each classification in the wage schedule as agreed to by the Joint Job Evaluation Committee. The position content shall be the sole responsibility of the Managementmanagement. Ajob can be submitted for re-evaluation only if there has been If the content of a change in job duties since position is changed substantially, the last job evaluation. A letter indicating the to the duties revision shall be submitted to the Human Resources Department, no sooner than January and no later than May The Joint Job Evaluation Committee will meet after May each year and will evaluate only be as per the subfactors Job Evaluation Manual. If a position, not including supervisory responsibilities as set out in Article is to a higher position level, the personnel employed in that position shall move to the same pay step in the new position level as they held before If a position is to a lower position level, the personnel employed in that position classification shall not suffer any loss of wages. Their wage rate shall be red-circled and degrees affected by not changed until such time as the change in job dutiesrate for the new position level reaches or exceeds the rate of the old position level. The Committee’s review effective date for pay purposes shall be restricted to determining how individual subfactors and degrees may have changed as a result of the new duties. Disputes that cannot be resolved date on which the appeal or Position Description Questionnaire is received by the Joint Job Evaluation Committee will be submitted to Committee. If the negotiating committees do not agree on the level for a Third Party for resolution. The Third Party’s decision new or redescribed position, management shall be restricted free to determining how individual subfactors and degrees may have changed as implement the position at a result of the new job duties. Subfactors and degrees not affected rate assigned by the change management, and the union shall be free to challenge this rate in job duties cannot accordance with the Grievance Procedure, Article All progressions from one step to the next shall be reviewedgranted only within the specified time, assuming that sufficient ability is shown. All decisions must wage rates shall be agreed expressed as cents per hour. When percentage wage changes occur, they shall be calculated to by the Joint Job Evaluation Committee by July year, failing which, either party can refer nearest cent according to the matter to expedited arbitration asEngineers’ Rule of Rounding. Article

POSITION CLASSIFICATION INFORMATION. The parties agree to the use of the Job Evaluation Manual as approved on January March and it shall form part of this Agreement. All permanent employees shall be supplied with a booklet of the Job Evaluation ManualPlan. This booklet shall not refer to the points or degree ratings of individual positions. The Job Evaluation points and degree ratings assigned to individual positions shall remain confidential and accessible only through the Joint Job Evaluation Committee, which shall make all its applicable decisions in accordance with the Job Evaluation Manual. Management shall keep up-to-date position descriptions of each classification in the wage schedule as agreed to by the Joint Job Evaluation Committee. The position content shall be the sole responsibility of the Managementmanagement. Ajob can be submitted for re-evaluation only if there has been If the content of a change in job duties since position is changed substantially, the last job evaluation. A letter indicating the to the duties revision shall be submitted to the Human Resources Department, no sooner than January and no later than May The Joint Job Evaluation Committee will meet after May each year and will evaluate only be as per the subfactors Job Evaluation Manual. a position, not including supervisory responsibilities as set out in Article is re- evaluated to a higher position level, the personnel employed in that position shall move to the same pay step in the new position level as they held before re- evaluation. If a position is lo a lower position level, the personnel employed in that position classification shall not suffer any loss of wages. Their shall he red-circled and degrees affected by not changed until such as the change in job duties. rate for the new position level or rate of old position The Committee’s review effective date for pay purposes shall be restricted to determining how individual subfactors and degrees may have changed as a result of the new duties. Disputes that cannot be resolved date on which the appeal or Position Description Questionnaire is received by the Joint Job Evaluation Committee will be submitted to Committee. If the negotiating committees do not agree on the level for a Third Party for resolution. The Third Party’s decision new or redescribed position, management shall be restricted free to determining how individual subfactors and degrees may have changed as implement the position at a result of the new job duties. Subfactors and degrees not affected rate assigned by the change management, and the union shall be free to challenge this rate in job duties cannot accordance with the Grievance Procedure, Article All progressions from one step to the next shall be reviewedgranted only within the specified time, assuming that sufficient ability is shown. All decisions must wage rates shall be agreed expressed as cents per hour. When percentage wage changes occur, they shall be calculated to by the Joint Job Evaluation Committee by July year, failing which, either party can refer nearest cent according to the matter to expedited arbitration asEngineers’ Rule of Rounding. Article

POSITION CLASSIFICATION INFORMATION. The parties agree to the use of the Job Evaluation Manual as approved on January All permanent employees shall be supplied with a booklet of the Job Evaluation Manual. This booklet shall not refer to the points or degree ratings of individual positions. The Job Evaluation points and degree ratings assigned to individual positions shall remain confidential and accessible only through the Joint Job Evaluation Committee, which shall make all its applicable decisions in accordance with the Job Evaluation Manual. Management shall keep up-to-date position descriptions of each classification in the wage schedule as agreed to by the Joint Job Evaluation Committee. The position content shall be the sole responsibility of the Management. Ajob A job can be submitted for re-evaluation only if there has been a change in job duties since the last job evaluation. A letter The revised indicating the to the duties duties, shall be submitted to the Human Resources Departmentsubmitted, no sooner than January April and no later than May September of each year. The Joint Job Evaluation Committee will meet after May September each year and will evaluate only the subfactors and degrees affected by the change in job duties. The Committee’s review shall be restricted to determining how individual subfactors and degrees may have changed as a result of the new duties. The Joint Job Evaluation Committee will forward their findings to the Union Management Committee. The Union Management Committee will make the final decision on the evaluation of all positions. Disputes that cannot be resolved by the Joint Job Evaluation Union Management Committee will may be submitted by either party to a Third Party for resolution. arbitration as outlined in Article The Third PartyArbitrator’s decision review shall be restricted to determining how individual subfactors and degrees may have changed as a result of the new job duties. Subfactors and degrees not affected by the change in job duties cannot be reviewed. All decisions must If a position, not including supervisory responsibilities as set out in Article is re-evaluated to a higher position level, the personnel employed in that position shall move to the same pay step in the new position level as they held before re-evaluation. If a position is re-evaluated to a lower position level, the personnel employed in that position classification shall not suffer any loss of wages. Their wage rate shall be red-circled and not changed until such time as the rate for the new position level reaches or exceeds the rate of the old position level. The effective date for pay purposes shall be either the date on which the is received by the Human Resources Department or another date agreed to by the Union Management Committee. When new positions are created, the Joint Job Evaluation Committee will meet and evaluate the position based on information provided in the to establish the appropriate pay level. If the Joint Job Evaluation Committee and the Union Management Committee cannot agree on the evaluation of the position and subsequent pay level, Management shall be free to implement the position at a rate assigned by July Management and the Union shall be free to challenge this rate in accordance with the Grievance Procedure, Article Individuals in the new position will be afforded the opportunity to submit a within six (6) months of the new position being filled for the first time, and without the requirement for a change in job duties. All progressions from one step to the next shall be granted only within the specified time, assuming that sufficient ability is shown. All wage rates shall be expressed as cents per hour. When percentage wage changes occur, they shall be calculated to the nearest cent according to the Engineers’ Rule of Rounding. Article SAFETY FOOTWEAR AND HAND TOOL ALLOWANCE The Corporation shall pay effective January effective January per year to permanent employees in classifications designated by Management to purchase approved safety footwear. Employees designated as Leading Power Line Maintainer, Power Line Maintainer, Leading Arborist and Arborist will receive effective January effective January to purchase approved safety footwear. Personnel in both of these designated classifications shall wear approved safety footwear during working hours as a condition of employment. Permanent employees in the designated classifications as of January each year shall receive this payment. To those permanent employees in classifications designated by Management to supply their own hand tools as a condition of employment for the adequate performance of their position, Management shall pay an allowance of effective January effective January ($425.00 effective January effective January to the Automotive Truck Coach Technician, Shift Automotive Truck Coach Technician and to Leading Automotive Truck Coach Technician) per year, failing which, either party can refer . Permanent employees in the matter to expedited arbitration asdesignated classifications as of January each year shall receive this payment. Article

POSITION CLASSIFICATION INFORMATION. The parties agree to the use of the Job Evaluation Manual as approved on January March and it shall form part of this Agreement. All permanent employees shall be supplied with a booklet of the Job Evaluation Manual. This booklet shall not refer to the points or degree ratings of individual positions. The Job Evaluation points and degree ratings assigned to individual positions shall remain confidential and accessible only through the Joint Job Evaluation Committee, which shall make all its applicable decisions in accordance with the Job Evaluation Manual. Management shall keep up-to-date position descriptions of each classification in the wage schedule as agreed to by the Joint Job Evaluation Committee. The position content shall be the sole responsibility of the Managementmanagement. Ajob can be submitted for re-evaluation only if there has been If the content of a change in job duties since position is changed substantially, the last job evaluation. A letter indicating the to the duties revision shall be submitted to the Human Resources Department, no sooner than January and no later than May The Joint Job Evaluation Committee will meet after May each year and will evaluate only be as per the subfactors Job Evaluation Manual. If a position, not including supervisory responsibilities as set out in Article is re- evaluated to a higher position level, the personnel employed in that position shall move to the same pay step in the new position level as they held before re- evaluation. If a position is to a lower position level, the personnel employed in that position classification shall not suffer any loss of wages. Their wage rate shall be red-circled and degrees affected by not changed until such time as the change in job dutiesrate for the new position level reaches or exceeds the rate of the old position level. The Committee’s review effective date for pay purposes shall be restricted to determining how individual subfactors and degrees may have changed as a result of the new duties. Disputes that cannot be resolved date on which the appeal or Position Description Questionnaire is received by the Joint Job Evaluation Committee will be submitted to Committee. If the negotiating committees do not agree on the level for a Third Party for resolution. The Third Party’s decision new or redescribed position, management shall be restricted free to determining how individual subfactors and degrees may have changed as implement the position at a result of the new job duties. Subfactors and degrees not affected rate assigned by the change management, and the union shall be free to challenge this rate in job duties cannot accordance with the Grievance Procedure, Article All progressions from one step to the next shall be reviewedgranted only within the specified time, assuming that ability is shown. All decisions must wage rates shall be agreed expressed as cents per hour. When percentage wage changes occur, they shall be calculated to by the Joint Job Evaluation Committee by July year, failing which, either party can refer nearest cent according to the matter to expedited arbitration asEngineers’ Rule of Rounding. Article