Review of Job Classification Sample Clauses

Review of Job Classification. If an employee believes that he/she meets the criteria for advancement to Respiratory Therapist III or IV, he or she will first make written application to the Department Manager/Director for consideration for advancement. The Department Manager/Director, if he or she does not believe that the employee qualifies for advancement shall respond in writing to the employee, identifying the criteria that the employee fails to meet. If the employee wishes, he/she may request, within seven (7) days of his/her receipt of such response, that the Manager/Director’s conclusion be reviewed by a committee consisting of three full-time employees in the level to which the employee wishes to advance at the Hospital at which the employee works. The committee shall be selected by the Hospital and the Union each selecting one (1) member and the two (2) members selecting the third member. In the event that the committee concludes that the employee meets the criteria for advancement it shall issue a written report to the Manager/Director recommending that the employee be advanced, detailing the criteria that the employee has met for qualification for advancement. If the Hospital accepts the committee’s recommendation, it will implement the committee’s recommendation retroactive to the first pay period commencing after the employee’s written request for advancement. If the Hospital denies the committee’s recommendation it will advise the committee, the Union and the employee in writing within ten (10) days of receipt of the committee’s report and the Union may take the matter to arbitration by filing a grievance directly at Step 4 within thirty (30) days of its receipt of the Hospital’s rejection of the committee’s recommendation. In such arbitration, the burden shall be on the Hospital to prove, by a preponderance of the evidence, that the committee’s conclusion on the matter was in error.
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Related to Review of Job Classification

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • Job Classification 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 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. 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 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 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. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Hospital may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued.

  • JOB CLASSIFICATIONS For the purpose of this Agreement the following classifications will be applicable:

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

  • Classification Review (a) An Employee who has reason to believe that they are improperly classified due to a substantial change in job duties, may apply to the Department Director, or designate, to have the Employee’s classification reviewed. The Director, or designate, will review the Employee’s application and advise the Employee of the Employer’s decision.

  • 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.

  • 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.

  • Employee Classification 12.01 The term “

  • Position Classification 1. The requirements of each position will be documented by a Position Description developed by reference to the Position Description Questionnaire (PDQ), and classified into a salary grade consistent with the Position Description and classifications for corresponding job duties found throughout the USNH System and according to USNH policy and processed by the KSC Office of Human Resources.

  • COVERED CLASSIFICATIONS All employees shall be subject to post-Accident testing under this Agreement. All employees who perform Safety-Sensitive Functions, as defined in this Policy, shall be subject to reasonable suspicion testing.

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