Job classification system for Newspaper Publishing Sample Clauses

Job classification system for Newspaper Publishing. Job classification instrument for DU The job classification system for Newspaper Publishing (DU) is a recognised job classification instrument in the form of a job level matrix based on the Bakkenist method, consisting of job level groups A to K. The jobs shown in the job level groups are reference jobs. The reference jobs are presented in the ‘Primary Process’ and ‘Generic Process’ summaries below. Classification of reference jobs for the job category of Newspaper Publishing Primary process Distribution ICT Media Productions Operations Sales A B C D E Distribution Employee Customer Contact F Telesales Employee G TransportPlanner Traffic Employee Sales Employee H Web/ DevicesAdministrator I Web/ DevicesDeveloper MultimediaDesigner Designer A Account Manager J Media Specialist K Key Account Manager Generic Accounting Policy and Controlling and Facilities ICT Purchasing and Manageri al Marketing Project s Secretari al A C Facilities Employee B D Accounting Assistant B Telephonist/ Receptionist E Financial Accounting Employee Facilities Employee A F Accounting Assistant A ICT Manager Secretary B G Corpo- rate Staff Financial Accounting Employee Manager C Secretary A H Functiona l Marketing Assistant I AO/IC Employee ICT Develope Manager B Data Analyst J Corpo- rate and Policy Advisor Controller ICT Process Manager ∞ Contract Manager ∞ Purchaser Marketing Advisor Project Manage r K Manager A Business Developer
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Related to Job classification system for Newspaper Publishing

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • Root-­‐zone Information Publication ICANN’s publication of root-­‐zone contact information for the TLD will include Registry Operator and its administrative and technical contacts. Any request to modify the contact information for the Registry Operator must be made in the format specified from time to time by ICANN at xxxx://xxx.xxxx.xxx/domains/root/.

  • 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.

  • System Logging The system must maintain an automated audit trail which can 20 identify the user or system process which initiates a request for PHI COUNTY discloses to 21 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY, 22 or which alters such PHI. The audit trail must be date and time stamped, must log both successful and 23 failed accesses, must be read only, and must be restricted to authorized users. If such PHI is stored in a 24 database, database logging functionality must be enabled. Audit trail data must be archived for at least 3 25 years after occurrence.

  • Position Classification 1. The requirements of each position will be documented by a Position Description developed by reference to the Position Description Questionnaire (PDQ), and classified into a salary grade consistent with the Position Description and classifications for corresponding job duties found throughout the USNH System and according to USNH policy and processed by the KSC Office of Human Resources.

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