Job Challenge Procedure Sample Clauses
The Job Challenge Procedure clause establishes a formal process for disputing or questioning the assignment or performance of a particular job or task within an agreement. Typically, this clause outlines the steps that must be followed if a party believes a job has been assigned incorrectly, is not being performed to standard, or otherwise requires review—such as submitting a written notice, engaging in discussions, or involving a third-party reviewer. Its core practical function is to provide a clear and orderly method for resolving job-related disputes, thereby minimizing misunderstandings and ensuring that concerns are addressed efficiently and fairly.
Job Challenge Procedure. The Challenge Procedure is comprised of two distinct streams, one for employees who volunteered for skill broadening and another for those who did not. Job Challenge Process:
1. The Union shall commence this dispute resolution process by filing a Job Challenge with the relevant contact supervisor. The parties shall meet within seven (7) days to attempt to resolve the matter. Failing a resolution of the matter within fourteen (14) days of filing the grievance, the matter will be referred to the next meeting of the Joint Classification Committee (JCC) in the former Nuclear bargaining unit, or the Implementation Committee (IC) in the former Non-Nuclear bargaining unit. Failing resolution at that meeting, the matter shall be referred to expedited arbitration using a mutually agreed upon expert in job evaluation to act as Arbitrator.
2. The JCC, or IC shall sit monthly or as otherwise agreed to by the parties and consist of three (3) union and three (3) employer representatives. It shall have the power to resolve any dispute concerning the placement of a job on a particular Band by unanimous agreement. If the JCC, or IC cannot reach agreement the matter may be submitted to the expedited resolution process.
3. The Arbitrator’s jurisdiction in these matters is limited to a determination of the correct placement of a job on a particular Band. The Arbitrator cannot alter the rates of the Bands.
4. Briefs shall be prepared by each party for each claim including a statement of facts, brief argument and the relevant provisions of the Collective Agreement. The briefs shall be provided to the Arbitrator at least 7 days prior to any hearing date. The Arbitrator will advise which matters will require witnesses for credibility issues. The parties will also exchange these briefs.
5. The fees of the Arbitrator and costs associated with these hearings shall be shared equally by the parties.
6. Retroactivity will be restricted to 12 months prior to the filing date of the challenge.
Job Challenge Procedure. Job Challenge Process: First Step
1. The Union (Normally the Principal ▇▇▇▇▇▇▇) shall commence this dispute resolution process by filing a Job Challenge with the relevant contact supervisor. The parties shall meet within seven (7) days to attempt to resolve the matter. Failing a resolution of the matter within fourteen (14) days of filing the Job Challenge, the matter will be referred to second step. Second Step
2. Within thirty (30) days of filing the job challenge, the Union (Principal ▇▇▇▇▇▇▇) and the Sector Vice-President (or delegate) will meet with the HR Representative and Senior Management to attempt to resolve the matter. Failing resolution at second step, the matter may be referred to mediation/arbitration by either party within ten (10) days. Mediation/Arbitration
3. All job challenges will be referred to either ▇▇▇▇▇ ▇▇▇▇▇ or ▇▇▇▇ ▇▇▇▇▇▇ for mediation/arbitration.
4. Briefs shall be prepared by each party for each challenge including a statement of facts, brief argument and the relevant provisions of the Collective Agreement. The briefs shall be provided to the Mediator/Arbitrator at least 7 days prior to any hearing date. The Mediator/Arbitrator will advise which matters will require witnesses for credibility issues. The parties will also exchange these briefs once the Mediator/Arbitrator has received both briefs.
5. The Mediator/Arbitrator’s jurisdiction in these matters is limited to a determination of the correct placement of a job on a particular Band. The Mediator/Arbitrator cannot alter the rates of the Bands.
6. The fees of the Mediator/Arbitrator and costs associated with these hearings shall be shared equally by the parties.
7. Retroactivity will be restricted to 12 months prior to the filing date of the challenge.
8. Time limits may be extended by mutual agreement of the Parties or by order of the Mediator/Arbitrator.
Job Challenge Procedure. The Challenge Procedure is comprised of two distinct streams, one for employees who volunteered for skill broadening, and another for those who did not. Job Challenge Process:
1. The Union shall commence this dispute resolution process by filing a Job Challenge with the relevant contact supervisor. The parties shall meet within seven (7) days to attempt to resolve the matter. Failing a resolution of the matter within fourteen (14) days of filing the grievance, the matter will be referred to the next meeting of the Implementation Committee (IC). Failing resolution at that meeting, the matter shall be referred to expedited arbitration using a mutually agreed upon expert in job evaluation to act as Arbitrator.
2. The IC shall sit monthly or as otherwise agreed to by the parties and consist of three (3) union and three (3) employer representatives. It shall have the power to resolve any dispute concerning the placement of a job on a particular Band by unanimous agreement. If the IC cannot reach agreement the matter may be submitted to the expedited resolution process.
3. The Arbitrator’s jurisdiction in these matters is limited to a determination of the correct placement of a job on a particular Band. The Arbitrator cannot alter the rates of the Bands.
4. Briefs shall be prepared by each party for each claim including a statement of facts, brief argument and the relevant provisions of the Collective Agreement. The briefs shall be provided to the Arbitrator at least 7 days prior to any hearing date. The Arbitrator will advise which matters will require witnesses for credibility issues. The parties will also exchange these briefs.
5. The fees of the Arbitrator and costs associated with these hearings shall be shared equally by the parties.
6. Retroactivity will be restricted to 12 months prior to the filing date of the challenge. Employees that chose not to participate in the skill broadening initiative will remain in their existing job classifications and maintain their current wage rates. Should a dispute arise concerning changes to their existing job classifications, grievances may be filed under the expedited grievance procedure defined in Article 2 of the collective agreement. A grievance may only be filed if the Company authorizes a substantial increase in the duties and responsibilities of a position. Such grievances cannot be based on a comparison of the work or pay of any employee participating in skill broadening.
Job Challenge Procedure. The Challenge Procedure is comprised of two distinct streams, one for employees who volunteered for skill broadening and another for those who did not.