Job Classification Committee Sample Clauses

Job Classification Committee. The parties agree to establish an ongoing Job Classification Committee for the purpose of rating new job descriptions and reviewing the appropriateness of existing ratings. This committee will also hear appeals regarding the appropriateness of the assignment of job descriptions. The classification tool used by this committee will be agreed upon by the parties and shall be reviewed and revised as needed. Revisions, however, shall be considered in light of the objective of providing a consistent and reliable rating tool. The committee shall be comprised of an equal number of District and Association members. Each year, the parties will attempt to maintain at least two-thirds (2/3) of the membership of this committee from the previous year.
Sample 1Sample 2Sample 3See All (4)
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Job Classification Committee. A unit member shall participate on the Job Classification Committee for the purpose of evaluating job classifications and recommending changes where required.
Sample 1Sample 2Sample 3See All (4)
Job Classification Committee. 10.18 The City and the Union agree, in the case of the creation of any job which may hereafter change sufficiently to warrant reclassification, to apply the relevant base rate to such job, which shall be determined by a Job Classification Committee that shall be composed of equal representation from both the City and the Union.
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Job Classification Committee. The parties shall establish a job classification and reclassification committee, within three (3) months of the ratification of this Collective Agreement. The general purpose of the Committee will be to evaluate new positions and positions submitted for reclassification consideration. Specific terms of reference for the Committee will be jointly developed by the Committee, which shall consist of three (3) representatives from the Union, and three (3) representatives from the Board.
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Job Classification Committee. In the event of a difference of opinion about the job grade you have been given, you should ensure that the intermediary that graded you is notified within six weeks of the date you started the temporary employment. The intermediary must inform you in writing within six weeks of what the basis was for the job classification he/she gave you. The letter must also indicate how you can submit an objection about this to the temporary employment agency's management. A term of six weeks also applies to this. You may appeal to the Job Classification Committee against the decision of the temporary employment agency's management. If your objection is upheld, the temporary employment agency must pay the wage for the correct job grade, with retroactive effect. The Job Classification Committee can be contacted by post at PO Box 144, 1170 AC Badhoevedorp and by e-mail at xxxxxxxxxxxxxxxxxxxx@xxx.xx.
Sample 1
Job Classification Committee. The Town and the Union agree, in the case of the creation of any job, or in the case of any job which may hereafter change sufficiently to warrant reclassification, to apply the relevant base rate to such job, which shall be determined by a Job Classification Committee that shall be composed of equal representation from both the Town and the Union to ratify the decision of the Job Classification Committee or of the inability of the Job Classification Committee to arrive at a mutually satisfactory classification or reclassification, the dispute shall be referred to a Board of Arbitration in accordance with Article VI of this Agreement.
Sample 1

Related to Job Classification Committee

  • Selection Committee A. Each building site will appoint a selection committee for the TLS. The committee shall be comprised of equal numbers of teachers and administrators and at least one teacher will be appointed by the Des Moines Education Association.

  • Joint Job Evaluation Committee The parties entered into agreement December 17, 1992, to ensure the Joint Gender- Neutral Job Evaluation Plan remains current and operational and to that end endorsed the Joint Gender-Neutral Job Evaluation Maintenance Agreement. The parties agree that a guiding principle for the Committee is that there shall be no discrimination between male and female employees wherein a person of one sex is paid more than a person of the other sex for similar or substantially similar work.

  • Staffing Committee A. Responsibilities. The Nurse Staffing Committee (“NSC”) shall be responsible for determining the Institute’s staffing plan and resolving complaints raised by nurses regarding the implementation of the plan as well as those activities required of it under RCW 70.41, et seq and its successors.

  • Union Committee The Union shall appoint and maintain a Committee comprising persons who are employees of the Employer, and/or the Senior Union Official, or her/his representative, which shall be known as the Union Committee. The Union at all times shall keep the Employer informed of the individual membership of the Committee.

  • TRANSITION COMMITTEE 8.1.0 A transition committee comprised of the employee representatives and the employer representatives, including the Crown, will be established by January 31, 2016 to address all matters that may arise in the creation of the Trust.

  • Evaluation Committee A The Association and the Board agree to establish a standing joint Evaluation Development Committee for the purpose of establishing the procedure and process, including the evaluation instrument, for the evaluation of teachers in the District and to regularly review the effectiveness of the procedure and process, including the evaluation instrument, for the evaluation of teachers in the District.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • Education Committee (a) The Employer will establish an Education Committee for all employees in the facility, which shall include at least one representative from ONA members.

  • Union Grievance Committee (a) The Employer shall recognize a Union Grievance Committee which consists of:

  • Job Classification 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 Board of Arbitration (or arbitrator 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 Board of Arbitration (or arbitrator 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. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Hospital may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued.

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