Review of Job Classifications Sample Clauses

Review of Job Classifications. The Union and Employer may mutually agree to review any job classifications presented for review and under this article. In the event that no classifications are mutually accepted for review, the Union may select 3 classifications and shall notify Employer by March 1st of the classifications where a reclassification review is sought for implementation in the next fiscal year. Consideration of reclassification of a position shall preclude reconsideration for reclassification for a minimum of two years unless the Union and the Employer mutually agree to waive this provision. (Ratified 9/28/16)
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Review of Job Classifications. 34 Job classifications shall be reviewed on a rotational basis to ensure job 1 classifications, titles, and salaries are current. Benchmark districts will be 2 Fontana, Rialto, San Bernardino City and Redlands. Job classifications shall be 3 reviewed every six (6) years as follows: 4 7.4.1 Information Technology/ Purchasing / Health 6 7.4.3 Instructional Services / Library/Media / Community/School Relations 7 7.4.4 Fiscal Services / Printing / Nutrition Services 8 7.4.5 Transportation / Warehouse / Other 9 7.4.6 Custodial / Grounds / Maintenance 10 Any changes shall be effective July 1st of the following year. When a unit member 11 occupies a position, which is reallocated to a higher range as a result of a job 12 classification review, that person shall be reassigned to the reallocated range at the same 13 increment (step) occupied prior to the reallocation where the reallocation is from one (1) 14 to three (3) ranges. If the reallocation is more than three (3) ranges, the unit member will 15 be placed at the next increment (step) that is at a higher salary rate than their current 16 salary placement.
Sample 1Sample 2
Review of Job Classifications. 33 Job classifications shall be reviewed on a rotational basis to ensure job 34 classifications, titles, and salaries are current. Benchmark districts will be Fontana, 1 Rialto, Redlands, Riverside Unified and Xxxxxx Valley Unified. Job classifications 2 shall be reviewed every three (3) years as follows: 3 7.5.1 Information Technology, Library/Media, Fiscal Services, Printing, Nutrition 4 Services. 5 7.5.2 Clerical/Secretarial, Safety/Security, Transportation, Warehouse 6 7.5.3 Instructional Support, Student Services, Custodial, Grounds, Maintenance 7 Any changes shall be effective retroactive to July 1st of the school year in which the job 9 higher range as a result of a job classification review, that person shall be reassigned to 10 the reallocated range at the same increment (step) occupied prior to the reallocation.
Sample 1
Review of Job Classifications. If an Employee believes that he/she meets the criteria for advancement from a level I to II, II to III, or III to 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, a meeting with the Director of Labor Relations, or designee. This meeting will include the Employee, a representative from the Union, the Department Manager/Director, and the Director of Labor Relations, or designee, at which point the Union can present information to explain why the Employee qualifies for advancement. Following the meeting, the Employer, will respond in writing, and the Hospital retains sole discretion to determine if the Employee is qualified for advancement.
Sample 1
Review of Job Classifications. If an employee believes that he/she meets the criteria for advancement from a level I to II, II to III, or III to 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, a meeting with the Director of Labor Relations, or designee. This meeting will include the employee, a representative from the Union, the Department Manager/Director, and the Director of Labor Relations, or designee, at which point the Union can present information to explain why the employee qualifies for advancement. Following the meeting, the Employer, will respond in writing, and the Hospital retains sole discretion to determine if the employee is qualified for advancement.
Sample 1

Related to Review of Job Classifications

  • 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).

  • Classifications 32.1 The Classification levels for Employees engaged under this agreement shall be read in accordance with the Award unless specifically amended by the terms of this Agreement. Classification levels, relativities, pay rates and other details are contained in APPENDIX 1. 32.2 An Employee not already engaged as CW4 (marker/setter) shall be paid an all-purpose allowance of 5% of his/her applicable hourly rate when performing this work. 32.3 Where any Employee on any day performs two or more classes of work to which different rates of pay are applicable, the Employee shall be paid at the higher hourly rate for the day if the Employee is required to work at that class of work for two (2) hours or more, and if for less than two (2) hours during any one (1) day the Employee will be paid the higher rate for the time so worked. 32.4 Where an Employee is elected by Employees of the Employer as a HSR and agrees to undertake the required training to fulfil the role, the Employee will be classified as the higher of CW4, or the Employee's usual classification. In addition, a HSR is entitled to an all-purpose hourly allowance for the life of this agreement as per the table at Appendix 2 – Health and Safety Representatives Allowance. (a) For clarity, an Employee is only entitled to one all-purpose hourly allowance pursuant to clauses 32.4 and 32.5.

  • Tax Classification The Series shall elect to be treated as an association taxable as a corporation under Treasury Regulations Section 301.7701-3 with effect for each taxable period of its existence. The Series and each Member shall file all tax returns and shall otherwise take all tax and financial reporting positions in a manner consistent with such treatment. No election will be filed with the Internal Revenue Service (or the tax authorities of any State) to have the Series taxable other than as an association taxable as a corporation for income tax purposes.

  • 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.

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