NEW OR CHANGED JOBS. The Company agrees to negotiate with the Union the rate of pay for any new or changed job prior to the rate being installed. However, if the parties fail to agree on the new rate, they shall install the new rate proposed by the Company and the Union shall have the right to grieve whether or not the rate is proper, based on its relationship to related or similar jobs presently in existence.
NEW OR CHANGED JOBS. 13.01 The Employer agrees to advise the Union of the rate of pay for any new or changed job which does not fall within an existing classification, prior to implementing such change. The Union shall have the right to grieve whether or not the rate is proper based on its relationship to related or similar jobs.
13.02 In the event that an employee is requested or required to perform duties that are outside of their traditional security functions, the Employer shall meet with the employee and a representative of the Union to discuss the additional duties.
NEW OR CHANGED JOBS. The Employer agrees to negotiate with the Union the rate of pay for any new or changed job which does not fall within an existing classification. Such negotiation shall occur prior to the rate of pay being installed. However, if the parties fail to agree on the new rate, the Employer shall install the new rate proposed by the Employer and the Union shall have the right to grieve whether or not the rate is proper based on its relationship to related or similar jobs.
NEW OR CHANGED JOBS. Section 1. Existing classifications and job descriptions shall not be changed without a negotiated agreement between the parties. The parties will negotiate as to the salary range for all new jobs established in the bargaining unit. If an agreement cannot be negotiated as to changes in classifications or job descriptions or as to the salary range for a new job, the matter shall be subject to an appeal filed directly with the Civil Service Board in Step 3.A. of the grievance procedure. Disputes as to whether a new or changed job should be in or out of the bargaining unit shall be resolved by the Michigan Employment Relations Commission.
NEW OR CHANGED JOBS. If the College should establish a new job classification or make a substantial change in an existing job classification, the College shall give at least five (5) days prior notice thereof to the Union. If the job contains new or changed job requirements, the College shall provide the Union with a written statement of the reasons for the new or changed requirements. The College will endeavor to provide as much advance notice as possible to the Union or interested employees of any new or changed job requirements for an upcoming posting, so that internal applicants can seek to meet those requirements. The wage rate for the new or substantially changed job classification shall be determined with due regard to the rates for comparable job classifications in the bargaining unit in order that the equitable rate relationships established by this Agreement or the various job classifications shall be maintained.
NEW OR CHANGED JOBS. 13.01 The Employer agrees to advise the Union of the rate of pay for any new or changed job which does not fall within an existing classification, prior to implementing such change.
NEW OR CHANGED JOBS. A. Existing classifications and job descriptions may be amended during the life of this Agreement in a manner consistent with Civil Service Board rules for the maintenance of the classification plan.
B. The parties will negotiate whether a new and/or changed job should be in or out of the bargaining unit. Disputes regarding whether a new or changed job should be in or out of the bargaining unit shall be resolved by the Michigan Employment Relations Commission in accordance with their applicable administrative procedures.
C. The parties will negotiate as to the salary range for all new and/or changed jobs determined to be included in the bargaining unit.
Section 2. Effective July 1, 2014 the performance evaluation system agreed upon January 10, 2014 during negotiations will be implemented.
NEW OR CHANGED JOBS. COMPANY INITIATED
Section 6.1 Whenever the Company determines it is appropriate to create a new job title and/or a new wage scale or to restructure or redefine an existing job, the Company Bargaining Agent shall notify the Union Bargaining Agent and the following procedures shall take place:
(a) The Company shall notify the CWA District Representative prior to a job content review taking place.
(b) The Company Bargaining Agent shall notify the Union Bargaining Agent in writing of the job title and wage scale and shall furnish a job description of the duties. The Union will have the right, within thirty (30) calendar days from the receipt of notice from the Company, to initiate negotiations concerning the wage scale or title established by the Company. The Company may implement the results once the thirty (30) calendar days have passed.
(c) If negotiations are not initiated within thirty (30) calendar days or if agreement is reached between the parties within sixty (60) calendar days following receipt of notice from the Company concerning the wage scale and title, the title and wage scale shall become final and binding on both parties and shall not be subject to grievance, mediation, and/or arbitration.
(d) If negotiations are initiated and the parties are unable to reach agreement as to the appropriate wage scale within sixty (60) calendar days following receipt of notice from the Company, the issue of an appropriate wage scale shall be submitted to a neutral third party. The guidelines for selection of the neutral third party and the wage scale dispute process are mutually agreed to by the Company and the Union and will be used for all neutral third party cases falling within this Contract unless modified and agreed to by the Company and the Union.
NEW OR CHANGED JOBS. 13.01 The Employer agrees to advise the Union of the rate of pay for any new or changed job which does not fall within an existing classification, prior to implementing such change. The Union shall have the right to Grieve whether or not the rate is proper based on its relationship to related or similar jobs.
13.02 In the event that an employee is requested or required to perform duties that are outside of his/her traditional security functions, the Employer shall meet with the employee and a representative of the Union to discuss the additional duties. These duties shall only be assigned upon mutual agreement of the parties and may be subject to Article 13.01
NEW OR CHANGED JOBS. In the event that a new job is created, or an existing job is so changed as to necessitate a change in wage rate, the City shall establish a temporary rate and shall promptly proceed to meet with the Union to negotiate a permanent rate. Whenever possible, the Union shall be given advance notification of the job. If no agreement can be reached within 30 days, the City shall place a rate in effect, provided, however, that any revision of this rate later agreed upon (including any individual rate adjustment made as a result of negotiations for the next subsequent contract) shall be fully retroactive. In no event shall the establishment or revision of wage rates be subject to the grievance or arbitration procedure.
