Professional Support Classification and Salary Plan Sample Clauses

Professional Support Classification and Salary Plan. Where an Employee is carrying out reduced duties in accordance with Article 16: Reduced Assignment Plan, the College shall base the Employee’s salary and benefits on a prorated amount agreed upon by the College and the Employee in advance of commencing the reduced assignment.
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Professional Support Classification and Salary Plan. An auxiliary Employee working full-time shall be paid in accordance with Section A, Subsections (i) of Schedule 1: Professional Support Classification and Salary Plan. Where applicable, the daily rate shall be one tenth (1/10th) of the applicable bi-weekly salary in Schedule 1.
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Professional Support Classification and Salary Plan. The College shall itemize on the electronic pay stub of bi-weekly salary all deductions from the salary of each Employee. For the purposes of Employment Insurance, the College shall report a forty (40) hour work week on the Employee’s electronic pay stub.
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Professional Support Classification and Salary Plan. Rates of Pay 22.1 The classification and salary plan for Professional Support Employees shall be in accordance with the provisions outlined in Schedule 1: Professional Support Classification and Salary Plan. 22.2 If, during the term of this Collective Agreement, the College establishes and implements a new classification (including salary) whose key responsibilities primarily involve providing education support services: (a) The Union shall be notified within thirty (30) days of the establishment of the new classification; and (b) The salary applicable to such new classification shall be negotiated by the parties to this Collective Agreement. (c) If the parties are unable to agree on the salary for the new classification, either party may refer the matter directly to arbitration pursuant to clause 11.15. 22.3 (a) Effective September 1, 2023, the salary grids shall be as detailed in Section A1 (i) and A1
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Related to Professional Support Classification and Salary Plan

  • PROFESSIONAL RESPONSIBILITY (APPLIES TO RNS ONLY 19.01 The parties agree that resident care is enhanced if concerns relating to professional practice and workload are resolved in a timely and effective manner, as set out below; In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she or they have cause to believe that she or they are being asked to perform more work than is consistent with proper resident care, she or they shall: i) At the time the workload issue occurs, discuss the issue within the Home to develop strategies to meet resident care needs using current resources. If necessary, using established lines of communication, seek immediate assistance from an individual(s) identified by the Home who has responsibility for timely resolution of workload issues. ii) Failing resolution at the time of occurrence of the workload issue, complain in writing to the Union-Management Committee within twenty (20) calendar days of the alleged improper assignment. The chairperson of the Union-Management Committee shall convene a meeting of the Union-Management Committee within twenty (20) calendar days of the filing of the complaint. The Union-Management Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties. The Employer will provide a written response to the Union, with a copy to the ONA representation within ten (10) calendar days. iii) Prior to the complaint being forwarded to the Independent Assessment Committee, the Union may forward a written report outlining the complaint and recommendations to the Director of Resident Care and/or the Administrator. iv) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the Professional Practice issues. v) Any settlement arrived at under 19.01 (a) i) – iii) shall be signed by the parties. vi) Failing resolution of the complaint within twenty (20) calendar days of the meeting of the Union-Management Committee, the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Home and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chairperson. vii) The Independent Assessment Committee shall set a date to conduct a hearing into the complaint, within twenty (20) calendar days of its appointment, and shall be empowered to investigate as is necessary to properly assess the merits of the complaint. The Independent Assessment Committee shall report its findings, in writing, to the parties within twenty (20) calendar days following completion of its hearing. (b) i) The list of Independent Assessment Committee Chairpersons is attached as Appendix “B”. The members of the panel shall sit in rotation as agreed by the parties. If a panel member is unable to sit within the time limit stipulated, the panel member next scheduled to sit will be appointed by the parties.

  • 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).

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