Common use of Classifications Clause in Contracts

Classifications. 18.1 The current classifications with their respective pay levels are hereby incorporated into this contract as Appendix I. The existing class specifications for these jobs are considered in effect upon the execution of this contract. (a) Should the University decide to create, eliminate or modify class specifications, it will notify the Union in advance of implementing the action. Notification will include the bargaining unit status of the classification and, for a newly created or modified classification considered to be in the bargaining unit, a proposed salary. Notification will occur at least thirty (30) days in advance of any proposed implementation date. At the Union's request the University will meet and confer with the Union over its proposed action. (b) An employee occupying a position reallocated to a class with a lower salary range maximum due to a class being created, abolished or modified will retain the salary of their former position until reaching the top of the range of the former position, and then will be frozen until the new class pay range catches up. An employee(s) occupying a position reallocated to a class with a higher salary range due to a class being created, abolished or modified will receive the same step in the new range as the employee(s) held in the previous range. The periodic increment date of the employee will remain unchanged. (c) Within thirty (30) calendar days following implementation of the University's decision to create or combine classifications, or modify class specifications for bargaining unit positions, the Union may file an appeal with the Classification Review Hearing Officer selected under Article 19 of this contract, to determine if the salary assigned to the classification is appropriate. (d) The Union may, at any time, propose a new classification with appropriate justification. These proposals will be reviewed by the Compensation Office of Human Resources which will accept, reject, or modify any proposal. This review is not grievable. The Employer agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions.

Classifications. 18.1 A. The current classifications University will establish and maintain a job classification plan for all positions covered by this contract. The jobs shall be grouped such that all positions with their respective similar duties and responsi- bilities are described by the same title and assigned to the same pay levels range. Each class of positions shall be assigned a classification number and classification title. A specification describing the duties and responsibilities of the class and the minimum qualifications for being employed in a position in said class, will be maintained for each class of positions. Each specification shall include statements of the essential character of the work of the classification, essential knowledge, abilities, and skills, and the training and experience required of persons who are hereby incorporated into this contract as Appendix I. to fill positions so classified. The existing class specifications for these jobs are considered in effect upon job classification plan and descriptions will be supplied to the execution Union during January and July of each year. B. Related classifications, which form a career progression, shall be assigned to a classification series. For purposes of this contract, the classifications listed in Article 2 shall constitute the classifications of all positions in the bargaining unit. (a) C. Should the University decide to createcreate a new classification which both parties agree should be a bargaining unit position, eliminate the University will establish a wage level or modify class specifications, it will range for the classification and notify the Union. If the Union requests bargaining with respect to the applicable wage level or range, the parties will meet for that purpose. If agreement is reached, that agreement will be implemented. If no agreement is reached within thirty (30) days of notice to the Union the University will implement its proposed wage level or range, and that wage level or range will remain in advance effect for the duration of implementing this Agreement. If the action. Notification will include the bargaining unit status parties agree to a further adjustment of the wage rate during the subsequent contract negotiations that take place, any upward adjustment will be retro- active to the date that the position was originally filled. In the event the University creates a new position or classification and, for a newly created or modified classification considered where there is an issue as to be whether it belongs in the bargaining unit, a proposed salary. Notification will occur at least thirty (30) days in advance of any proposed implementation date. At the Union's request the University will meet and confer notify the Union as of its decision regarding exclusion from the bargaining unit prior to any posting of the newly created position or classification. If the Union disputes the University's decision, the Union must schedule a meeting with the Union over its proposed action. Chief Human Resources Officer within ten (b10) An employee occupying a position reallocated to a class with a lower salary range maximum due to a class being created, abolished or modified will retain the salary of their former position until reaching the top calendar days of the range notification to discuss the exclusion decision. If the matter is not resolved at the meeting, the Union may file a petition to clarify the unit and/or to amend the certification with SERB. The Union shall serve notice to the University of its intent to file a petition with SERB to clarify the unit and/or amend the certification within ten (10) calendar days of the former position, and then will meeting. Any such petition must be frozen until the new class pay range catches up. An employee(s) occupying a position reallocated to a class filed with a higher salary range due to a class being created, abolished or modified will receive the same step in the new range as the employee(s) held in the previous range. The periodic increment date SERB within thirty (30 calendar days of the employee will remain unchanged. (c) Within meeting. Any such petition must be filed with SERB within thirty (30) calendar days following implementation of the University's decision to create or combine classifications, or modify class specifications for bargaining unit positions, the Union may file an appeal meeting with the Classification Review Hearing Officer selected under Article 19 of this contract, to determine if the salary assigned to the classification is appropriate. (d) The Union may, at any time, propose a new classification with appropriate justification. These proposals will be reviewed by the Compensation Office of Chief Human Resources which will accept, reject, or modify any proposal. This review is not grievable. The Employer agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positionsOfficer.

Classifications. 18.1 19.1 The current classifications with their respective pay levels are hereby incorporated into this contract as Appendix I. The existing class specifications for these jobs are considered in effect upon the execution of this contract. (a) Should the University decide to create, eliminate or modify class specifications, it will notify the Union in advance of implementing the action. Notification will include the bargaining unit status of the classification and, for a newly created or modified classification considered to be in the bargaining unit, a proposed salary. Notification will occur at least thirty (30) days in advance of any proposed implementation date. At the Union's request the University will meet and confer with the Union over its proposed action. (b) An employee occupying a position reallocated to a class with a lower salary range maximum due to a class being created, abolished or modified will retain the salary of their former position until reaching the top of the range of the former position, and then will be frozen until the new class pay range catches up. An employee(s) occupying a position reallocated to a class with a higher salary range due to a class being created, abolished or modified will receive the same step in the new range as the employee(s) held in the previous range. The periodic increment date of the employee will remain unchanged. (c) Within thirty (30) calendar days following implementation of the University's decision to create or combine classifications, or modify class specifications for bargaining unit positions, the Union may file an appeal with the Classification Review Hearing Officer selected under Article 19 20 of this contract, to determine if the salary assigned to the classification is appropriate. (d) The Union may, at any time, propose a new classification with appropriate justification. These proposals will be reviewed by the Compensation Office of Human Resources which will accept, reject, or modify any proposal. This review is not grievable. The Employer agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions.

Classifications. 18.1 The current classifications with their respective pay levels are hereby incorporated into this contract as Appendix I. The existing class specifications for these jobs are considered in effect upon the execution of this contract. (a) Should the University decide to create, eliminate or modify class specificationsspecifications which does not involve a major restructure to the overall classification system, it will notify the Union in advance of implementing the action. Notification will include the bargaining unit status of the classification and, for a newly created or modified classification considered to be in the bargaining unit, a proposed salary. Notification will occur at least thirty (30) days in advance of any proposed implementation date. At the Union's request the University will meet and confer with the Union over its proposed action. (b) An employee occupying a position reallocated to a class with a lower salary range maximum due to a class being created, abolished or modified will retain the salary of their former position until reaching the top of the range of the former position, and then will be frozen until the new class pay range catches up. An employee(s) occupying a position reallocated to a class with a higher salary range due to a class being created, abolished or modified will receive the same step in the new range as the employee(s) held in the previous range. The periodic increment date of the employee will remain unchanged. (c) Within thirty (30) calendar days following implementation of the University's decision to create or combine classificationsclassifications per 13.2, or modify class specifications for bargaining unit positions, the Union may file an appeal with the Classification Review Hearing Officer selected under Article 19 14 of this contract, to determine if the salary assigned to the classification is appropriate. (d) 13.2 The Union may, at any time, propose a new classification with appropriate justification. These proposals will be reviewed by the Compensation Office of Human Resources which will accept, reject, or modify any proposal. This review is not grievable. . 13.3 The Employer University agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions.

Classifications. 18.1 13.1 The current classifications with their respective pay levels are hereby incorporated into this contract as Appendix I. The existing class specifications for these jobs are considered in effect upon the execution of this contract. (a) Should the University decide to create, eliminate or modify class specifications, it will notify the Union in advance of implementing the action. Notification will include the bargaining unit status of the classification and, for a newly created or modified classification considered to be in the bargaining unit, a proposed salary. Notification will occur at least thirty (30) days in advance of any proposed implementation date. At the Union's request the University will meet and confer with the Union over its proposed action. (b) An employee occupying a position reallocated to a class with a lower salary range maximum due to a class being created, abolished or modified will retain the salary of their former position until reaching the top of the range of the former position, and then will be frozen until the new class pay range catches up. An employee(s) occupying a position reallocated to a class with a higher salary range due to a class being created, abolished or modified will receive the same step in the new range as the employee(s) held in the previous range. The periodic increment date of the employee will remain unchanged. (c) 13.3 Within thirty (30) calendar days following implementation of the University's decision to create or combine classifications, or modify class specifications for bargaining unit positions, the Union may file an appeal with the Classification Review Hearing Officer selected under Article 19 14 of this contract, to determine if the salary assigned to the classification is appropriate. (d) 13.4 The Union may, at any time, propose a new classification with appropriate justification. These proposals will be reviewed by the Compensation Office of Human Resources which will accept, reject, or modify any proposal. This review is not grievable. . 13.5 The Employer University agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions.

Classifications. 18.1 The current classifications with their respective pay levels are hereby incorporated into this contract as Appendix I. The existing class specifications for these jobs are considered in effect upon All professional staff, excluding Casual staff, will have a position statement approved by the execution Head of this contractCost Centre. A position statement must include the position dimensions, objective, duties, qualifications and selection criteria and to whom the position holder reports. (a) Should 18.2 All professional staff positions will be classified according to the Professional Employee Classification Descriptors as set out in Schedule E and University decide policy and procedures. 18.3 Positions will be classified at the level which most accurately reflects the work required to createbe performed, eliminate or modify class specifications, it will notify taking into account the Union in advance of implementing the action. Notification will include the bargaining unit status duties and responsibilities of the classification andposition. 18.4 Position statements will be developed or amended by the supervisor, in consultation with the incumbent Employee (where there is an incumbent). Staff in the work area, whose work directly interacts with the position being reviewed, will be notified of proposed changes. 18.5 Where an Employee believes there has been a significant change to their duties and responsibilities and the level of their position has therefore changed, they may apply (with reasons), through their supervisor, for a newly created review of the position description and classification by HRS. The supervisor will provide comment on the application prior to forwarding the application to HRS in a timely manner. 18.6 A position will not usually be considered for re-classification under clause 18.5 within 12 months of its last review, unless a significant workplace change has taken place or modified the incumbent has vacated the position. 18.7 The position classification considered to review will be: a) of the position, not the incumbent Employee; b) based solely on the assessment of the position statement documentation against the Professional Employee Classification Descriptors as set out in Schedule E and University policy and procedures and does not incorporate any assessment of the personal attributes or performance of the occupant of the position; c) undertaken irrespective of the funding source; and d) transparent, with the outcomes documented. 18.8 A change in work performed does not of itself constitute a case for re-classification. Re- classification may be in appropriate where the bargaining unitduties and responsibilities of the position have been affected by ongoing change. Some other changes may be better addressed by a higher duties allowance. Where a set of duties are only for a fixed-term or where the supervisor and Employee agree that the duties are temporary, a proposed salary. Notification higher duties allowance will occur at least thirty (30) days in advance of any proposed implementation date. At be paid for the Union's request the University will meet and confer with the Union over its proposed actionduration as an alternative to re-classification. (b) An employee occupying 18.9 Where there is an incumbent Employee in a position reallocated which is re-classified to a class with a lower salary range maximum due to a class being createdhigher level, abolished or modified the incumbent will retain the salary of their former position until reaching the top position. The effective date of the range of new classification level and remuneration will be the former date on which the position statement and application for review was lodged with HRS. 18.10 Where there is an incumbent Employee in a position, and then the position is re-classified to a lower level, the incumbent will retain the position and their remuneration level, access to increments and general pay rises will be frozen until maintained for the new class pay range catches up. An employee(s) occupying a position reallocated to a class with a higher salary range due to a class being created, abolished or modified will receive the same step in the new range as the employee(s) held in the previous range. The periodic increment date duration of their occupancy of the employee will remain unchangedposition. (c) Within thirty (30) calendar days following implementation of the University's decision to create or combine classifications, or modify class specifications for bargaining unit positions, the Union may file an appeal with the Classification Review Hearing Officer selected under Article 19 of this contract, to determine if the salary assigned to the classification is appropriate. (d) The Union may, at any time, propose a new classification with appropriate justification. These proposals will be reviewed by the Compensation Office of Human Resources which will accept, reject, or modify any proposal. This review is not grievable. The Employer agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions.