Description and Classification of New or Changed Jobs Sample Clauses

The "Description and Classification of New or Changed Jobs" clause establishes the process for defining and categorizing positions that are newly created or have undergone significant changes. Typically, this involves outlining the responsibilities, qualifications, and reporting relationships for the job, followed by assigning it to an appropriate job classification or pay grade. This clause ensures that all roles within an organization are clearly described and fairly classified, which helps maintain consistency in compensation, responsibilities, and organizational structure as roles evolve or new positions are introduced.
Description and Classification of New or Changed Jobs. The description and classification for each job in effect as of the date of this agreement and others subsequently established shall continue in effect unless:
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Description and Classification of New or Changed Jobs. A. The top grade for existing occupations shall be deemed an agreed-to grade as shown in Seniority Sequence Diagrams Agreement in Appendix A. B. The Manager of Personnel Services and Union Base Rate Representative shall execute a study to determine a system of evaluation to classify the bargaining unit jobs. Once completed, the Company shall have one (1) year from that date to classify the jobs in question. Should such classification produce a higher grade than the agreed-to grade, all retroactive liability shall be dated from the signing of the agreement. C. It is the intention of the parties that the system of evaluation will reproduce as closely as possible the agreed-to grade in Seniority Sequence Diagrams Agreement in Appendix A. Should the parties be unable to reach agreement on a system of evaluation, the Chairman of the Grievance Procedure and the Division Manager of Labor Relations shall develop a method of resolving the differences. D. If the Company establishes a new job or changes the job content of an existing job, a new job description and classification utilizing the system in place at the time will be assigned to the position on an interim basis. The Union will have a right to challenge the new or changed job through the grievance procedure.
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Description and Classification of New or Changed Jobs. A. When and if from time to time the Company, at its discretion, establishes a new job, or changes the job content (requirements of the job as to training, skills, responsibility, effort and working conditions), a new job description and classification for the new, or changed job shall be established in accordance with the following procedures: 1. Management will develop a description and classification of the job. 2. The proposed description and classification will be presented to the Plant Grievance Committee for discussion. If the parties agree, the description and Job Grade will be effective upon implementation. If the parties do not agree to the new job’s description or job grade, Management shall install the proposed description and job grade. The Grievance Committee shall be exclusively responsible for the filing of grievances and may at any time within thirty (30) days from the date of installation file a grievance with the plant human resources manager contesting the description and/or job grade. Thereafter, such grievances shall be referred by their respective parties to their Third Step Representatives for further consideration. In the event the Third Step Representatives are unable to agree on the description and job grade within thirty (30) days, they shall prepare and mutually sign a stipulation setting forth the specific facts or positions which are in dispute, a copy of which shall be sent to the designated representatives of management and the international Union. 3. The arbitrator shall base his/her decision on the requirements of the new, or changed job and how those requirements compare to the requirements for the existing jobs at the plant. 4. In the event the parties fail to agree as provided, and no request for review or arbitration is made within the time provided, the description and job grade as prepared by the Company shall be deemed to be approved. 5. In the event Management does not develop a description and define a job grade for a new, or changed job, the Grievance Committee may, if initiated promptly, process a complaint under the complaint and grievance procedure of this Agreement requesting a job description and job grade be developed and installed. The resulting description and job grade shall be effective as of the date when the new job was established or the change or changes installed.
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Description and Classification of New or Changed Jobs. In the interest of the effective administration of the Job Description and Classi- fication procedures as set forth in the Manual, a Mine Union Committee on Job Classification (hereinafter called the Mine Union Committee) consisting of three
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Description and Classification of New or Changed Jobs. A. The top grade for existing occupations shall be deemed an agreed-to grade as shown in Appendix A. B. The Manager of Personnel Services and Union Base Rate Representative shall execute a study to determine a system of evaluation to classify the bargaining unit jobs. Once completed, the Company shall have one (1) year from that date to classify the jobs in question. Should such classification produce a higher grade than the agreed-to grade, all retroactive liability shall be dated from the signing of the agreement. C. It is the intention of the parties that the system of evaluation will reproduce as closely as possible the agreed-to grade in Appendix A. Should the parties be unable to reach agreement on a system of evaluation, the Chairman of the Grievance Procedure and the Director of Industrial Relations shall develop a method of resolving the differences. D. If the Company establishes a new job or changes the job content of an existing job, a new job description and classification utilizing the system in place at the time will be assigned to the position on an interim basis. The Union will have a right to challenge the new or changed job through the grievance procedure.
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Description and Classification of New or Changed Jobs. In the interest of the effective administration of the Job Description and Classification procedures as set forth in the Manual, a Mine Union Committee on Job Classification (hereinafter called the Mine Union Committee) consisting of three (3) employees designated by the Union shall be established in each mine. The job description and classification for each job in effect as of the date of this Agreement shall continue in effect unless (1) Management changes the job content (requirements of the job as to training, skill, responsibility, effort, and working conditions) to the extent of one full job class or
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Description and Classification of New or Changed Jobs 
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Related to Description and Classification of New or Changed Jobs

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • Notification of New Employer In the event that I leave the employ of the Company, I hereby consent to the notification of my new employer of my rights and obligations under this Agreement.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • Scope of Negotiations The obligation to bargain collectively means to negotiate at reasonable times and to execute a written contract incorporating the terms of any agreement reached. The obligation to bargain collectively does not require the Board and the Association to agree to a proposal nor does it require the making of a concession. Those matters, which are negotiable, are: wages, hours, terms and other conditions of employment and the continuation, modification, or deletion of an existing provision of this Agreement.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.