Requests for Re Clause Samples
Requests for Re evaluation
(a) Requests for re-evaluation may originate from the University, Union or employee. Requests originating from the University must be approved by the ▇▇▇▇/Director before being forwarded to Human Resources. Requests originating from the Union or employee must be forwarded by the supervisor to Human Resources within twenty
Requests for Re evaluation shall be limited to one (1) request per two (2) year period, per individual, per classification.
Requests for Re evaluation
17.10.1 The incumbent(s) and/or manager may request a re-evaluation of a position if there are changes to the position since the questionnaire was last completed. Requests for re-evaluation must be acknowledged by both the incumbent and the manager.
17.10.2 If the position is a single incumbent position, the request for re-evaluation will be submitted directly to the Human Resources Department.
17.10.3 If the position is a multiple incumbent position, the request for re-evaluation must indicate if the changes impact one member, in which case the member is requesting to be separated from the job class, or the entire job class. If the latter, the signatures of all incumbents must be on the request.
17.10.4 The Human Resources Department will send the Member a copy of the last questionnaire completed for the position.
17.10.5 A completed questionnaire and manager's comments will be submitted to the JJEC for rating.
Requests for Re evaluation
(a) Requests for re-evaluation may originate with the Union or the employee through the supervisor. All such requests must be submitted to the City Administrator or appointee before May 31 or November 30th in each year.
(b) The Administrator or appointee will review the case as required. Re-evaluation requests must include:
(i) A copy of the existing job description.
(ii) A description of the present job situation.
(iii) Comment on the substantive differences between the present situation and the existing job description.
(iv) Indication of the amount of time spent on each task.
(v) Suggested appropriate classification.
(vi) Indication of what other positions in the City seem to compare.
(vii) If appropriate, an indication of what new skills or qualifications are required to do the changed job.
(c) The employee will be interviewed by the Administrator or appointee.
Requests for Re evaluation
(a) Requests for re-evaluation may originate with the Union or the employee through his/her supervisor. All such requests must be submitted to the Chief Constable or his designate before May 31 or November 30th in each year.
(b) The Chief Constable or his designate will review the case as required. Re-evaluation requests must include:
(i) A copy of the existing job description.
(ii) A description of the present job situation.
(iii) Comment on the substantive differences between the present situation and the existing job description.
(iv) Indication of the amount of time spent on each task.
(v) Suggested appropriate classification.
(vi) Indication of what other positions covered by the Agreement seem to compare.
(vii) If appropriate, an indication of what new skills or qualifications are required to do the changed job.
(c) The employee will be interviewed by the Chief Constable or his designate.
Requests for Re evaluation under the job evaluation plans may be initiated by either the incumbent or by management. Such requests may only be made once annually and, subject to the provisions of the Pay Equity Act, may only be made upon the following conditions being present:
i. A departmental restructuring plan approved by the City Manager, the Council of the City of ▇▇▇▇▇▇▇▇ or the Council of the Regional Municipality of ▇▇▇▇▇▇▇▇-▇▇▇▇▇▇▇▇▇; or,
ii. The transfer of duties to or from another level of government; or,
iii. Programme, policy or procedural changes directed by either Council; or,
iv. New, revised or repealed legislation which affects job content; or,
v. Additional duties and/or responsibilities are assigned by the employer on a regular and ongoing basis.