Joint Job Evaluation. Up to three (3) representatives of the Union shall not suffer any loss of pay or benefits for the time involved in joint job evaluation meetings.
Joint Job Evaluation. 25.1 Joint Job Evaluation Plan
Joint Job Evaluation. A Joint Job Evaluation Committee will be established to meet the Board and Union’s maintenance obligation under the Pay Equity Act. The selection of the Joint Job Evaluation Committee will be made in accordance with Letter of Intent – Number #4.
Joint Job Evaluation. The Terms of Reference to establish a Joint Job Evaluation Plan are reflected in Appendix
Joint Job Evaluation. The Joint Job Evaluation committee shall consist of: two (2) representatives of the Region, as selected by the Region; plus one (1) alternate as selected by the Region. two (2) representatives of the Union, as selected by the Union; plus one (1) alternate as selected by the Union. one (1) Representative appointed from the Human Resources Department following discussion with the Union. the position of Chairperson shall alternate between the Union and the Region. It shall be the purpose of the Joint Job Evaluation Committee:
Joint Job Evaluation. 40.01 If during the life of the Agreement both parties feel the necessity to carry out a Job Evaluation Program, the parties agree in writing that a Joint Job Evaluation Committee will be established to assure the maintenance and implementation of the job evaluation program. The Committee may include one professional CUPE representative.
Joint Job Evaluation. The parties agree to meet within six months of ratification to establish a Joint Job Evaluation Plan. The Employer shall for a new position or a change in a position resulting in a change of the essential character of the positions prepare a job description. It is understood by the parties that the scope of any appeal launched with respect to the description or the rating of a job is limited by management's exclusive right to determine job content under the Collective Agreement. The purpose of the Joint Job Evaluation Program is designed to create and maintain equal pay for work of equal value. It provides the method by which job descriptions and job ratings shall be maintained to meet the changing conditions and work requirements. It is also recognized by the parties the Joint Job Evaluation Program will be used to maintain Pay Equity in accordance with the Pay Equity Act.
Joint Job Evaluation. THE CHILDREN'S SOCIETY OF THE REGION CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL The parties agree to re-establish a gender neutral weighted points job evaluation plan (Job Evaluation Plan) in accordance with the general objectives and principles set out in the joint gender neutral job evaluation program previously entered into between Local and The parties will utilize the Job Evaluation Plan to achieve resolution of pay inequities in respective female job classes falling within the bargaining unit in accordance with the Ontario Pay Equity Act and overall salary administration covering all jobs coming within the jurisdiction of Local The Job Evaluation Plan shall be based upon four main factors: skill, effort, responsibility and working conditions. These main factors are to be subdivided into the same sub factors used by the parties in the original job evaluation process. The weighted points for the job evaluation plan will be as per the attached Appendix " A. which has previously been agreed to by the parties, unless otherwise mutually amended by the parties. The parties shall within nine (9) months following the signing of this agreement establish a Joint Job Evaluation Committee hereinafter referred to as the consisting of three members plus one alternate from the Employer and three members plus one (1) alternate from the Local Union, The will commence to meet no later than March The will be supplied with all job evaluation documentation, job descriptions, job specifications, ratings and evaluation results. The Employer shall release without loss of pay, benefits or seniority, the representatives named by the union to attend sessions of the including job evaluation training. On or before May the Employer will provide all employees who are represented by Local with a blank questionnaire on job to be completed by all Employees either individually or by groups. The employees will return these completed questionnaires to the Director of Human Resources in sealed envelopes, clearly identifying QUESTIONNAIRE'. The Director will retain all envelopes until the is trained. All initial training of the and alternates will take place following the establishment of the and as soon as practicable thereafter. By September the union and the employer will meet to discuss and attempt to reach a Agreement between the Children’s Aid Society of the Expiring March Region and Local resolution in respect to the changes to wage adjustments and wage levels indicated as a result of...
Joint Job Evaluation. The parties agree that they shall form a committee to discuss and examine the development of a Joint Job Evaluation Program. This committee shall report its findings and make its recommendations to its respective principals through the Joint Committee for the Administration of the Agreement. The parties also agree that any Joint Job Evaluation Program which may be developed shall include a dispute resolution mechanism which would have, as its final measure, the intervention of a third party whose decision would be final and binding on the parties. Dated this day of For University For Canadian Union of Public and its Local APPENDIX H LETTER OF RE: REDUCED TIME letter of understandi f nd This ng is made between University a Canadian of Public Employees and its this day o A continuing employee who has completed one year of service may request a reduced-time appointment providing makes a written request to the department head, with a copy to the Union, and subject to the approval of the Director of Personnel. Permission for such leave of absence shall be subject to operational requirements provided satisfactory arrangements can be made. if necessary, under Permission shall not be unreasonably withheld. A reduced time appointment may be for less than months per year, or for less than hours per week, or both. It may not. however. be for less than hours per year. or for less than hours per The salary paid shall be prorated. The reduced time appointment may be terminated at any time the employee following twenty working days' notice or by the department head following forty working days' notice. Accumulation of seniority will be the same as for regular part-time employees. Overtime for reduced time employees will be the same as for regular part-time employees. Eligibility for paid leave will be the same as for continuing part- time employees. Provided the Employer incurs no unusual expense as a result of the reduced time appointment, the Employer will pay the normal cost sharing premium for dental premiums and premiums The Employer's contribution to the Retirement Plan and premiums for Group Life and Long Term Disability will be based on actual salary. .OS If the employee cannot carry the full workload. the matter of benefits will be discussed in the Joint Committee to the Agreement. Should the Employer have to hire another to carry out the balance of the work. the Joint Committee to Administer the Agreement will discuss, if necessary. special arrangements concern...
Joint Job Evaluation. The parties agree to meet at least every eighteen months(18) to review any changes and required adjustments WAGES HALIBURTON, KAWARTHA, PINE RIDGE DISTRICT HEALTH UNIT CLASSIF BASIC YR1 YR2 YR3 YR4 YR5 YR6 YR7 25 years Jan1/07Speech/Nutritionist 59516 60807 62100 63390 64682 65973 67292 Jul1/07Epidemiologist 61302 62631 63963 65292 66622 67952 69311 Jan1/08 63141 64510 65882 67251 68621 69990 71390 Jul1/08 65035 66446 67858 69268 70680 72090 73532 Jan1/09 66986 68439 69894 71346 72800 74253 75738 Jul1/09 68996 70492 71991 73487 74984 76480 78010 Jan1/07Degree PHI 57366 58167 58968 59769 60570 61370 62171 62972 64228 Jul1/07 59087 59912 60737 61562 62387 63212 64036 64861 66158 Jan1/08 60860 61710 62559 63409 64258 65108 65957 66807 68143 Jul1/08 62686 63561 64436 65311 66186 67061 67936 68811 70187 Jan1/09 64566 65468 66369 67270 68172 69073 69974 70876 72293 Jul1/09 66503 67432 68360 69288 70217 71145 72073 73002 74462 Jan1/07PHI Other/ 55364 56165 56966 57767 58568 59368 60169 60988 62208 Jul1/07Tobacco Control Off 57075 57912 58731 59569 60388 61225 62044 62863 64120 Jan1/08 59860 60697 61552 62408 63263 64119 64956 65811 67127 Jul1/08 61680 62553 63391 64319 65192 66066 66940 67813 69169 CLASSIF XXXXX XX0 XX0 XX0 XX0 XX0 XX0 XX0 25 years Jan1/09 64555 65465 66375 67267 68177 69069 69979 70889 72293 Jul1/09 66503 67431 68359 69287 70216 71144 72072 73002 74462 Jan1/07CDA 43958 44609 45259 45910 46560 47211 47861 48511 49481 Jul1/07 45277 45948 46617 47287 47957 48627 49297 49966 50966 Jan1/08 46635 47326 48016 48706 49396 50086 50776 51465 52495 Jul1/08 48034 48746 49456 50167 50878 51589 52299 53009 54069 Jan1/09 49475 50208 50940 51672 52404 53136 53868 54599 55691 Jul1/09 50960 51714 52468 53222 53976 54731 55484 56237 57362 Jan1/07Dental Secretary 39074 39652 40231 40809 41386 41965 42543 43121 43983 Jul1/07 40246 40841 41438 42033 42628 43224 43819 44415 45303 Jan1/08 41454 42067 42681 43294 43907 44521 45134 45747 46662 Jul1/08 42697 43329 43961 44593 45224 45857 46488 47119 48062 Jan1/09 43978 44629 45280 45930 46581 47232 47883 48533 49504 Jul1/09 45298 45967 46638 47308 47978 48649 49319 49989 50989 Jan1/07SEC (BRANCH) 35818 36348 36878 37408 37938 38467 38998 39528 40319 Jul1/07 36893 37438 37984 38530 39076 39621 40168 40714 41528 CLASSIF XXXXX XX0 XX0 XX0 XX0 XX0 XX0 XX0 25 years Jan1/08 38000 38561 39124 39686 40248 40810 41373 41936 42774 Jul1/08 39140 39718 40298 40876 41456 42034 42614 43194 44058 Jan1/09 40314 40910 41507 42103 42700 43...
