Change in Job Content. Any Employee who considers their position should be reclassified due to a significant change in job content shall have the privilege of appeal, as per Clause 9.05.
Change in Job Content. In the event that the Employer significantly changes the primary functions of a position and the Union believes that a new classification within the scope of the bargaining unit has been created, the following shall occur:
Change in Job Content. In the event that the primary functions of a position within the Bargaining Unit are changed, the Employer shall determine the appropriate Classification for such position, subject to an appeal by the incumbent Regular Employee in accordance with Article 15 - Grievance Procedure, commencing at Step II.
Change in Job Content. C. 1. If the job content or working conditions of any job should be changed, during the term of this Agreement, such that either an increase or decrease in the job rate should be considered, it will be subject to negotiation. The rate that the Company established for any new job during the term of this Agreement will likewise be subject to negotiation.
Change in Job Content. If a substantial change is made in the job content of one of the job classifications covered by this Agreement, the following procedures shall apply: Should the Union contend that such change is substantial enough to affect the wage rate for that job, it shall inform the Employer in writing. The parties shall meet as soon as possible within fifteen (15) calendar days of such notification and discuss such contention. If the parties cannot agree as to whether a substantial change has occurred or as to the wage rate to be paid for the job as substantially changed, the matter may be referred to an impartial arbitrator for disposition. The arbitrator shall be selected in accordance with the grievance procedure of this Agreement. The arbitrator shall determine whether such a substantial change has occurred and/or the appropriate wage rate therefore. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. Any new rate so established shall be retroactive to the date determined by the arbitrator but in no event shall the rate be retroactive earlier than the date the written notice was provided by the Union to the Employer.
Change in Job Content. SECTION TEMPORARY ASSIGNMENT . . . . . . . . . . . . . . . . . . . . . . SECTION OVERTIME PREMIUM . . . ...*....................*.. HOLIDAY WORK RATE.. . . . . . . . . . . . . . . . . . . . . . . . . .
Change in Job Content. 23.01 a) If any new job classifications are established or if there is a substantial change in the job content on any job classification set forth in this Wage Schedule or if any job classifications have been overlooked in this Wage Schedule the parties agree to negotiate a rate for the jobs in question and where required elect a suitable job title.
Change in Job Content. If the Company substantially changes the con- tent of any job classification or if a new job classification is established, the Company shall advise the Union of the changes and the wage rate schedule at least fifteen (15) days prior to the implementation of such action. If the Union disagrees with the Company’s a grievance may be filed. If the matter goes to arbitration the arbitrator shall have the power to determine if there has been a sub- stantial change in job content. The arbitrator will also have the power to determine the appropriate wage rate for changed or new jobs as well as the appropriate effective date of any wage rate changes.
