LETTER OF UNDERSTANDING JOB EVALUATION. The parties agreed to establish a process for job evaluation as follows:
LETTER OF UNDERSTANDING JOB EVALUATION. This will confirm our understanding of the above subject as agreed between the Company and the Union as follows: Where the content of a job has significantly changed and the job description no longer reflects the actual responsibilities of the job, a revised job description may be written for review by the Rewards team. The revised job description shall be prepared in conjunction with the affected employee(s). The job description shall be completed within 8 weeks of the initial discussion between the Manager and the affected employee(s). Revised job descriptions shall be submitted to the Human Resources Business Partner who shall arrange to have the job re-evaluated. All job descriptions submitted for re-evaluation will be evaluated within 8 weeks of submission. If there are any delays in processing the evaluation, the applicant will be notified accordingly. Any affected employee having concerns regarding a re-evaluation can contact his/her Manager for a debriefing. TEAM shall be advised of the salary band of the re-evaluated position prior to the affected employee(s) being notified. Note: The Company uses the Hay Guide Chart method for job evaluation. The Company reserves the right to change the job evaluation methodology at its sole discretion. LETTER OF UNDERSTANDING SALES BONUS/COMMISSION PLANS The Union recognizes the right of the Company to make adjustments to sales bonus/commission plans from time to time during the life of the Collective Agreement. Adjustments are to be made in good faith and in a fair and reasonable manner, and the Company shall meet with TEAM to review the Sales Bonus/Commission Plans prior to distribution. At the end of the sales year, the Company shall provide the Union with a report detailing the name of the employee, name of the plan, and the amount of bonus/commission paid. All eligible employees will have the option to continue to receive sales bonus payments in installments or elect to receive their entire sales bonus in the first quarter of the following year upon the actual sales figures being finalized. LETTER OF UNDERSTANDING NET CREDITED SERVICE (NCS) Where an employee resigns from the employment of one of the MTS Group of Companies to accept a new position within another one of the MTS Group of Companies, his/her Net Credited Service shall be recognized. LETTER OF UNDERSTANDING VOLUNTARY RETIREMENT TERMINATION INCENTIVE PROGRAM (VRTIP) Program Details Category Description Incentive 1 Employees must be Regular Full-ti...
LETTER OF UNDERSTANDING JOB EVALUATION. The Employer agrees to work towards converting the Job Evaluation process to an electronic format in consultation with the Union.
LETTER OF UNDERSTANDING JOB EVALUATION. 1. The Parties agree to establish a joint Job Evaluation Committee (JEC) to investigate, evaluate and make recommendations concerning a mutually acceptable gender neutral job evaluation system and methodology for bargaining unit positions that is compliant with the Ontario Pay Equity Act.
LETTER OF UNDERSTANDING JOB EVALUATION. The Union and the Employer have hired a mutually agreed upon consultant to assist in the modification of the current joint job evaluation system to cover all YUSA/APUY bargaining unit positions. The parties agree to continue to share the costs of the consultant. The parties will continue with work that has commenced on the modification of the job evaluation system and work towards an agreement. The primary objective of the modification process will be to modify the system to meet present needs of both parties and maintain compliance with the statutory requirements under the Pay Equity Act. Current provisions of the Agreement shall remain in effect until such time as the modified job evaluation and classification system is ratified by the parties. The parties agree that the modified Job Evaluation System which shall also form part of the Pay Equity Plan, and which shall include but not be limited to the factors, weightings, procedures, and the means for resolving disputes, will supercede those articles of the Collective Agreement which relate to job evaluation and classification. The parties agree to meet no later than January 15, 2001, to review the recommendations of the joint working group as to changes to the system and its surrounding processes. Where agreement is reached between the parties the terms of the current Article 14 – Job Evaluation will be modified. It is understood that the proposed changes to Article 14 – Job Evaluation arising from this discussion will be subject to ratification by the membership. The parties agree that the Job Evaluation Steering Committee shall continue and shall oversee the modification of the Joint Job Evaluation system. The Committee shall be comprised of three (3) Union and three (3) Employer representatives, with additional resource persons as required. Each party shall provide the other with written or electronic notification designating their respective representatives. Each party shall be responsible for ensuring its representatives are in attendance when meetings of the Committee are scheduled. The Joint Job Evaluation Committee shall continue to provide the forum for joint discussions regarding the operations and development of the Joint Job Evaluation System.
LETTER OF UNDERSTANDING JOB EVALUATION. The parties agree to establish a committee to independently review and evaluate the position of five (5) CUPE 2357 positions in October and March of the school year. The committee shall meet within sixty (60) days of ratification to establish the first five
LETTER OF UNDERSTANDING JOB EVALUATION. Within thirty (30) days of ratification, representatives of the City shall meet with the President of Local 2998 and a National CUPE Representative to discuss the following issues: Identify appropriate comparator positions coming under CUPE Local 79, 416 and 2998; Schedule “E” Guidelines for Job Evaluation An estimated time-frame, during which positions coming under this bargaining unit would be re-evaluated, provided that evaluation is necessary. Schedules A and B XXXXX COMMUNITY CENTRE Schedule A (Union) Schedule B (Excluded) Building Custodian (Day) Executive Director Building Custodian (Evening) Program Director Coordinator of Volunteers Business Manager Receptionist (Day) Receptionist (Evening) SWANSEA TOWN HALL COMMUNITY CENTRE Schedule A (Union) Schedule B (Excluded) Caretaker Executive Director Administrative Support Cleaner COMMUNITY CENTRE 55 Schedule A (Union) Schedule B (Excluded) Volunteer and Special Events Coordinator Executive Director Administrative Program Assistant Program Director Caretaker Business Manager Nursery School Teacher Clerk/Typist (Part-time) Nursery School Supervisor XXXXX XXXXXXXX COMMUNITY CENTRE Schedule A (Union) Schedule B (Excluded) Reception Executive Director Reception (Part-time Evening) Business Manager Maintenance/Janitorial Program Director ACE Youth Worker (Part-time) Computer Room Coordinator Mentor Cantonese (Part-time) Mentor Mandarin (Part-time) EASTVIEW NEIGHBOURHOOD COMMUNITY CENTRE Schedule A (Union) Schedule B (Excluded) Children’s Program Supervisor Executive Director Parent/Child Program Worker Program Director New Canadian Skills Development Worker Administrative Assistant Receptionist Family/Youth Department Coordinator Admin. Secretary/Receptionist Volunteer Coordinator Seniors Services Worker Social Recreation Assistant Youth/Social Recreation Supervisor Family Nutrition and Support Program Worker Parent/Child Program Supervisor Settlement Services Worker Youth Outreach Worker HARBOURFRONT COMMUNITY CENTRE Schedule A (Union) Schedule B (Excluded) Caretaker Day Receptionist Executive Director WK/PM Receptionist Asst. Executive Director Relief Receptionist Program Director Adult Programmer Financial Manager WK/PM Security Office/IT Manager Relief Security Facility Manager WK/PM Maintenance Executive Assistant Relief Maintenance Assistant Program Co-ordinator Family Support Co-ordinator CENTRAL EGLINTON COMMUNITY CENTRE Schedule A (Union) Schedule B (Excluded) Clerical Assistant Executive Director Vo...
LETTER OF UNDERSTANDING JOB EVALUATION. The Parties agree to meet within the time frame of the Collective Agreement to discuss moving the Job Evaluation process to an electronic format.
LETTER OF UNDERSTANDING JOB EVALUATION. Effective September 2005, the Board agrees to a cyclical review of job descriptions within the Bargaining Unit of CUPE Local 5200. Each job description shall be reviewed through the Joint Job Evaluation Committee on a five (5) year cycle. Refresher training will be provided to the Joint Job Evaluation Committee in the 2005- 2006 school year.
LETTER OF UNDERSTANDING JOB EVALUATION. Marine Atlantic agrees to implement a job evaluation plan using the Company’s current evaluation scheme which is Xxx, for classifications covered by this collective agreement. This plan complies with Section 11 of the Human Rights Act. Hay is a nationally recognized company in the field of job evaluation. The process shall use companies in Atlantic Canada as comparators The evaluation shall be completed during the term of the collective agreement and any required amendments to a classification rate of pay shall be implemented in the collective agreement commencing 1 July 2005 It is agreed:
