Changes in Job Duties. The Board shall provide training for employees within a department in the event it is necessary due to a change in job duties within a job description.
Changes in Job Duties. The Board shall provide in-service for employees within a department in the event it is necessary to change job duties within a job description or the employee is new to the department. Other employees may attend the in-service on a voluntary, unpaid basis.
Changes in Job Duties. If substantial changes are made in regular job duties, requirements of any job, work schedules, or hours, either the Union or the District may propose a revision of the wage standards of that job. Such proposals shall be handled through a process that is mutually agreeable to both parties. If no agreement is reached in a matter proposed by the Union, the matter will proceed in accordance with the grievance procedure as set forth in the Agreement. If no agreement is reached in a matter proposed by the District, the District may implement the proposal, and after implementation, the Union may proceed in accordance with the grievance procedure as set forth in the Agreement.
Changes in Job Duties. A. It is expected that employees' job duties will be changed periodically.
Changes in Job Duties. Any change in the current job duties which are within the scope of representation as defined by Government Code section 3543.2 shall first be negotiated with the Association, and a copy given to the affected employee(s). However, in the event the District requires an employee to work out of class, the provisions of section 7.6 (Working Out of Class) of this agreement shall apply.
Changes in Job Duties. Employees may request assignment to jobs with preferential duties or hours of an equal or lower rate of pay within the same exchange. The Company will give consideration to these requests.
Changes in Job Duties. Significant changes to an incumbent‘s job description will be recorded on a job questionnaire, signed off by the incumbent, the immediate Supervisor and the Divisional Commander. The job questionnaire will be forwarded to Human Resources for review and submitted to the for re-evaluation at the next scheduled quarterly meeting. The incumbent and immediate supervisor may attend the meeting to make representations to the committee in evaluating the significance of any changes. Neither the incumbent nor the immediate supervisor will be present during the committee’s evaluation exercise, which will be completed within sixty (60) calendar days of hearing the parties’ representations. Where the re-evaluation of the job warrants a change in Salary Grade Level and results in a salary increase for the the effective date for the resulting salary increase will be the date that Human Resources received the duly completed job questionnaire. Where the re-evaluation of the job results in a lower Salary Grade Level and the current rate of pay exceeds the Maximum Rate in the new Salary Grade Level, the will be “red circled” and cease to receive salary increases until such time as the Maximum Rate in the new Salary Grade Level applicable to the job exceeds the rate currently paid to the Article Appeal Process Incumbents management will have thirty (30) days from the date the results of the re-evaluation are communicated to both parties, to raise an appeal with respect to the new Salary Grade Level for the position. Before an appeal can be launched, there must be agreement to submit an appeal request by at least fifty-one per cent (51%) of incumbents in such job. A copy of the vote signed by those in favour will accompany the request in writing and be submitted to the Human Resources Manager and the Association. A tie vote will be considered as a rejection of the appeal. The incumbent and immediate supervisor may again attend at the meeting to make representations to the committee. Neither the incumbent nor the immediate supervisor will be present during the committee’s re-evaluation exercise, which will be completed within sixty (60) calendar days of having received the request under Unless a further appeal is taken, the provisions of Article or as the case may be, will apply. If management or the still do not agree with the results of a second re-evaluation, either the or management may request the position be evaluated by an independent adjudicator mutually agreed upon by ...
