Job Changes. The schedule for the days to work and the days off go with the job and not the employee, and an employee exercising the option for the change from one job to another assumes the days of work and days off of the new job, and anything pertaining to their schedule for the old job ceases at the beginning of the new job.
Job Changes. In the event that jobs change or are eliminated as a result of the introduction of any technological change, the Board will assign employees to other duties with on-the-job training as required and, if an employee's new job carries a lower rate of pay, with pay for three (3) months at the rate of the employee's previous job, followed by pay for a further three (3) months at a rate half-way between the rates of the employee's previous and new jobs, followed by pay at the rate of the employee's new job.
Job Changes. Occasionally, the District must restructure the way it does business in various programs. When resultant job changes occur, the District will either make sure the new job fits its existing job study criteria or new job studies will be done. Employees could be affected in both the salaries involved and the numbers of workers required for the new circumstances. The District will make every effort to find jobs for any displaced employees. The salaries will be based on the new job descriptions and the current salary schedule. Salaries for displaced employees will be frozen until the new step / lane catches up. Additionally, there may be times when it is in the best interest of the District to reassign a classified employee to a different position. These assignments are at the discretion of the District, which will make appropriate efforts to minimize the impact on the employee’s lane placement, assigned hours, and assigned position.
Job Changes. In the event that jobs change as the result of the introduction of any major technological or other significant change, and where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employee, if reasonably possible, shall, at the expense of the Board, be given a period of time during which they may perfect or acquire the skills necessitated by the new method of operation. Where retraining is not reasonably possible, or where jobs are eliminated as a result of the introduction of any major technological or other significant change, the Board will either:
Job Changes. A. Seniority
Job Changes. The Board has the right to add, delete or revise jobs/classifications at any time. The Union shall be notified of such job changes in writing prior to the change. The Board shall place any new jobs into existing classifications providing the job falls under the guidelines of this agreement. Union members have the opportunity to provide information regarding their job at any time.
Job Changes. An Employee assigned to a lower-rated classification by the Employer because such Employee's former position was eliminated by the Employer shall continue to receive the hourly rate of such former position until the Employer assigns such Employee to a job classification rated at an hourly rate the same or higher than the hourly rate of the Employee's former position. If the Employee refused to accept the higher rated job classification assigned to them by the Employer, such Employee shall receive the hourly rate for the lower classification to which they were assigned. An Employee assigned to a lower rated classification by the Employer because the Employee's former position was eliminated by the Employer who continues to receive the hourly rate of such former position shall receive no further increase in such hourly rate until the hourly rate for the classification in which they are actually working exceeds the hourly rate of their former position. However, such Employee shall continue to receive all other applicable fringe benefits. Except as described above, a transfer shall not cross job classifications.
Job Changes. 3.1-3-1 Upgrade An employee or group of employees who as a result of the job evaluation review process (point counted) moves up one pay grade, shall be entitled to the minimum of the job classification labor grade or shall receive an eighty-five (85) cent per hour increase, whichever is greater. An employee who moves up two pay grades shall be entitled to the minimum of the new job classification labor grade or shall receive a one dollar and ten ($1.10) cent per hour increase, whichever is greater. An employee who moves up three or more pay grades shall be entitled to the minimum of the new job classification labor grade or shall receive a one dollar and forty ($1.40) cent per hour increase, whichever is greater.
Job Changes. In the event that jobs change or are eliminated as a result of the introduction of any technological change, the Board will either:
Job Changes. For changes in classification within the same group, the scale shown is maintained by moving vertically in the appropriate column to the new classification.
