Reduction in an Occupational Classification Sample Clauses

Reduction in an Occupational Classification. Outside of Staffing Period (as per Article 14.01 (b) (ii)) (a) When the Board determines there will be an overall reduction in the full time equivalency (F.T.E.) in an occupational classification, the Board shall then determine the F.T.E. reduction at a specific location. The Board shall declare the lowest seniority employee in that occupational classification redundant at his/her work location. (b) An employee who has been declared redundant shall have the option to; i) bump into the position of his/her choice of an employee within the same occupational classification with less overall seniority. In this bumping situation the employee shall provide to the Board by the end of the second work day, after receiving notice, his/her written decision regarding bumping (the employee must accept the employment status of the position they choose to bump i.e. full-time or half- time, (this process can not be used to increase hours); or ii) fill a long-term temporary vacancy with the same employment status as offered by the Board, the employee will be subject to the staffing process for the following school year; or iii) bump as per Article 15.04 (c) (i) if the employee does not provide his/her decision as per Article 15.04 (b) (i) and chooses not to fill a long-term temporary vacancy as per Article 15.04 (b)(ii). (c) The employee who is bumped by the procedure outlined in Article
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Reduction in an Occupational Classification. Outside of Staffing Period (as per L14.01 (b) (ii)) (a) When the Board determines there will be an overall reduction in the full time equivalency (FTE) in an occupational classification, the Board shall then determine the FTE reduction at a specific location. The Board shall declare the lowest seniority employee in that occupational classification redundant at their work location. (b) An employee who has been declared redundant shall have the option to; (i) bump into the position of their choice of an employee within the same occupational classification with less overall seniority. In this bumping situation the employee shall provide to the Board by the end of the second work day, after receiving notice, their written decision regarding bumping (the employee must accept the employment status of the position they choose to bump i.e. full-time or half-time, (this process cannot be used to increase hours); or (ii) fill a long-term temporary vacancy with the same employment status as offered by the Board, the employee will be subject to the staffing process for the following school year; or (iii) bump as per L15.04 (c) (i) if the employee does not provide their decision as per L15.04 (b) (i) and chooses not to fill a long-term temporary vacancy as per L15.04 (b) (ii). (c) The employee who is bumped by the procedure outlined in L15.04 (b) (i) shall be declared redundant and shall have the right to; (i) bump into the position of the employee with the least overall seniority working the same employment status (i.e. full-time to full-time) in the same occupational classification provided they have more overall seniority than the employee being bumped; or (ii) fill a long-term temporary vacancy with the same employment status as offered by the Board, the employee will be subject to the staffing process for the following school year. (d) An employee who is declared surplus in an occupational classification and who is not placed in a position under L15.04 (b) or (c) shall have the option to bump into the position of the employee with the least overall seniority in another occupational classification with the same salary rate, working the same employment status (i.e. full-time to full-time), provided the employee has the necessary qualifications for the position and more overall seniority than the employee being bumped. (e) An employee who is declared redundant in an occupational classification and not placed as per L15.04 (b) or (c), or an employee who has been decla...
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Related to Reduction in an Occupational Classification

  • 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.

  • 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 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.

  • Working Out of Classification Whenever an employee is assigned the principal duties and responsibilities of an employee in a higher classification for a single shift or greater period of time, that employee shall be paid a minimum of three (3) steps above their present salary, or shall receive the salary at the bottom of the range for the classification which they are working in, whichever is greater, for all such time worked.

  • Promotion to a Higher Classification An employee who is promoted to a higher rated classification within the bargaining unit will be placed in the range of the higher rated classification so that he shall receive no less an increase in wage rate than the equivalent of one step in the wage rate of his previous classification (provided that he does not exceed the wage rate of the classification to which he has been promoted).

  • WAGE RATES AND CLASSIFICATIONS Classifications and the hourly wage rates applicable thereto are contained in the Appendices attached to and forming part of this Agreement.

  • 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 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.

  • Wages and Classification Premiums Provisions under these headings shall remain unchanged and are repeated as 20.04, except to the extent that the Wage Schedule referred to in the hospital's expiring collective agreement shall be adjusted and retroactivity shall be paid in accordance with the Implementation Agreement signed.

  • 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.

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