Production Classification Levels Sample Clauses

Production Classification Levels. Unless employed in accordance with clause 10, the Company will classify an Employee as either: • Production Employee Level 1; or • Production Employee Level 2; or • Production Employee Level 3 a) Progression from Production Employee Level 1 to Production Employee Level 2 will be on the acquisition of 3 core operating skills chosen by the Company to meet the current operational needs, or after 1 year of employment, whichever occurs first. The core operating skills for the duration of this Agreement are OCE, Shotfirer, Truck, Shovel, Excavator, Loader, Dozer, Grader, Dragline, Drill, CHP, Lube/Servicing and Pumping / Pit Dewatering. b) Progression from Production Employee Level 2 to Production Employee Level 3 will be by appointment at the discretion of the Company. c) The main duties of a Production Employee Level 1 and Production Employee Level 2 include the operation and/or minor maintenance of equipment for mining activities. d) The main duties of a Production Employee Level 3 will be in accordance with the Company’s Position Description as varied from time to time for the position of either Shotfirer or Open Cut Examiner.
Sample 1
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Production Classification Levels. ‌ a) Progression from Production Employee Level 1 to Production Employee Level 2 will be on the acquisition of 3 core operating skills chosen by the Company to meet the current operational needs, or after 1 year of employment, whichever occurs first. In In addition to these skills an Employee may be required to gain any other skills in accordance with clause 8.3(a) (i). The core operating skills at the time of commencement of this Agreement are OCE, Shotfirer, Truck, Shovel, Excavator, Loader, Dozer, Grader, Dragline, Drill, CHP, Lube/Servicing. b) Progression from Production Employee Level 2 to Production Employee Level 3 will be by appointment at the discretion of the Company. c) The main duties of a Production Employee Level 1 and Production Employee Level 2 include, but are not limited to, the operation and/or minor maintenance of equipment for mining activities. d) The main duties of a Production Employee Level 3 will be in accordance with the Company’s Position Description as varied from time to time for the position of either Shotfirer or Open Cut Examiner, and may include those duties prescribed in 9.1(c) and other duties specified by the Company in accordance with applicable legislation. The Company may at its discretion also appoint other Employees performing existing production skills as a Production Employee Level 3. The Company will classify an Employee as either: • Engineering Employee Level A; or • Engineering Employee Level B; or • Engineering Employee Level C. a) The main duties of an Engineering Employee include, but are not limited to, the maintenance and/or operation of equipment for mining activitiestesting purposes. b) Progression to Engineering Employee Level B will be by appointment at the discretion of the Company, subject to the provisions of this subclause. Such appointment will occur where the Company considers the Employee to have the necessary skills, knowledge and working behavioursbehaviors to effectively undertake the full range of duties required of an Engineering Employee. c) Progression from Engineering Employee A to Engineering Employee Level B, will occur when an Employee: • Has worked for 2 years as a tradesperson (or a lesser period where the Company believes it is appropriate); and • has 12 months mining experience; and • has completed the Callide inductions and familiarisations on Callide systems and procedures to work independently across the minesitemine site. d) Progression to Engineering Employee Level C will b...
Sample 1

Related to Production Classification Levels

  • 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.

  • 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.

  • 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).

  • 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.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • 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.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Work in a Higher Classification Any employee who is assigned by his/her supervisor to a vacant position in a higher grade for a period of more than thirty (30) days shall receive the salary rate for the higher position from the first day of the appointment, provided such assignment has the prior approval in writing of the Appointing Authority or his/her designee. The approval of the Appointing Authority or his/her designee shall take effect as of the first day of the assignment. Any assignment to a vacant position in a higher grade must be in writing to be valid.

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