Transfer to Another Classification Sample Clauses

Transfer to Another Classification. If there is any question whether an employee should be entitled to pass from one job classification to another, a Board consisting of two (2) members each from the Union and from the Employer shall decide the question. If this Board cannot agree, the difference shall be processed through the grievance procedure set out in Article G 3.00.
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Transfer to Another Classification. If a probationary Regular Employee is transferred to another classification they will be required to complete a new probation period commencing on the date of transfer.
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Transfer to Another Classification. For vacancies posted during the school year, Special Education Para-educator, or ELD Para- educator may apply for the vacancy with the understanding that if selected for the position, the transfer will become effective no later than the next semester or the start of the next school year, whichever comes first.
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Transfer to Another Classification. The senior occupational group applicant possessing the ability to perform in the position shall be granted the transfer. In the event the senior applicant was denied the transfer, the reasons will be shared with the employee upon request. This section shall not apply to para-educator positions. For vacancies posted during the school year, para-educators and Bilingual/ELL para- educators may apply for the vacancy with the understanding that if selected for the position, the transfer will become effective no later than the next semester or the start of the next school year, whichever comes first.
Sample 1
Transfer to Another Classification. If there is any question whether an employee should be entitled to pass from one job classification to another, a Board consisting of two (2) members each from the Union and from the Employer shall decide the question. If this Board cannot agree the difference shall be processed through the grievance procedure set out in Article FAILURE TO QUALIFY AFTER PROMOTION MAINTENANCE GARAGES If employees fail to qualify for the advanced position within a three month period following Part promotion, then they can exercise the seniority they held in their previous job for obtaining other work. All time spent in the advanced position will be included in their seniority. CHARGE HANDS GENERAL RESPONSIBILITY OF CHARGE HANDS Charge Hands shall have the general responsibility for the following duties. To assist in the direction of employees in their own or other classifications. To carry out work of a specialized nature, whether or not such work entails the direction of others. To ensure that employees under their direction observe working hours set out in the Agreement. To discipline employees for failing to follow proper instructions by reporting such instances to the Union Office. To do the duties of their classification as time required for other duties permits.
Sample 1

Related to Transfer to Another Classification

  • Higher Classification (a) In the event a classification review results in a position being reclassified at a higher level, the employee presently filling the position shall, if qualified, be assigned to the position at the higher level at a rate of pay which is equal to or higher than his or her current rate of pay.

  • 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.

  • 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).

  • 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.

  • 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.

  • Assignment of Duties From Another Classification Where the Hospital revises the job content of an existing classification in such a manner that duties of another classification are assigned to it, the following shall apply:

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

  • Classification of Goods The classification of goods in trade between the Parties shall be in conformity with the Harmonized System.

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