THE JOB CLASSIFICATION SYSTEM Sample Clauses
The Job Classification System clause establishes a structured framework for categorizing positions within an organization based on duties, responsibilities, and required qualifications. Typically, this system assigns each job to a specific class or grade, which then determines pay scales, benefits, and advancement opportunities. By standardizing how jobs are evaluated and grouped, the clause ensures fairness and consistency in employment practices, helping to prevent disputes over job status and compensation.
THE JOB CLASSIFICATION SYSTEM a) The BC GAS/OPEIU Point-Factor Plan shall be the sole determinant of job groupings for the Classification Levels used in the Job Classification System.
b) The Company shall be responsible for maintaining the Job Family and Level definitions and evaluations to meet ongoing operational requirements.
c) The job levels for employees shall be determined by application of the Job Classification System, except as outlined in Article 2.07.
d) The parties acknowledge the practicality of determining the evaluation of a position by the use of Job Family and level definitions, particularly where a specific job is clearly defined by the Family, Sub-Family, Level Definition or Summary of a Representative Job and where there is an appropriate benchmark (or benchmarks) as a comparison. However it is also acknowledged that the evaluation of specific positions may not be so readily determined because the job is not clearly defined in the Job Family and Level definitions and/or there are no comparable benchmarks; in these cases, the position(s) will be evaluated under the Point Factor Plan. It is understood that all benchmarks will be point-factored.
e) Should there be a dispute as to whether the evaluation of a position has been properly determined pursuant to application of either the Job Family and Level definitions or the Point-Factor Plan, the matter will be referred to the appeal process set out in the remainder of this Article. If the appeal proceeds to the Standing Arbitrator, the level must be confirmed by the Point Factor Plan pursuant to Article 2.05(b).
f) The Human Resources Department (HRD) is responsible for ensuring that all Job Descriptions and Evaluations are current and that every job is reviewed at least once every three (3) years. In order to discharge this responsibility, the HRD shall plan and carry out an annual review schedule that encompasses approximately one-third (1/3) of all active, evaluated OPEIU jobs.