LABOR CATEGORIES AND STANDARD OCCUPATIONAL CLASSIFICATIONS Sample Clauses

LABOR CATEGORIES AND STANDARD OCCUPATIONAL CLASSIFICATIONS. HCaTS SB provides standardized labor categories that correspond to the Office of Management and Budget’s (OMB) Standard Occupational Classification (SOC) system for which the Bureau of Labor Statistics (BLS) maintains compensation data. In accordance with Attachment J.1 (Standardized Labor Categories), all of the HCaTS SB labor categories are either an individual labor category that is mapped to a single SOC and functional description or a labor category group that is mapped to multiple SOC Numbers and functional descriptions. The HCaTS labor category groups were established based upon BLS published data regarding similar direct labor compensation within a grouping of multiple SOC numbers and functional descriptions. Except for ancillary labor as defined under Section B.3, when responding to task order solicitations, regardless of contract type, the Contractor shall identify both Prime and Subcontractor labor using the HCaTS labor categories. The Contractor may deviate from the Junior, Journeyman, Senior, and Subject Matter Expert (SME) definitions in Attachment J.1 (Standardized Labor Categories), as long as the Contractor clearly identifies the deviation in its proposals. Additionally, the following qualification substitution chart applies: Degree Experience Substitution Experience and Degree Substitution Bachelor’s Degree Six years of relevant work experience may be substituted for a Bachelor’s Degree Associate’s Degree plus four years of relevant work experience may be substituted for a Bachelor’s Degree Master’s Degree 12 years of relevant work experience may be substituted for Bachelor’s Degree plus eight years of relevant work experience may be substituted a Master’s Degree for a Master’s Degree Doctorate Degree 20 years of relevant work experience may be substituted for a Doctorate Degree Bachelor’s Degree plus 16 years or a Master’s Degree plus 12 years of relevant work experience may be substituted for a Doctorate Degree
Sample 1
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LABOR CATEGORIES AND STANDARD OCCUPATIONAL CLASSIFICATIONS a) This MA-IDIQ provides standardized labor categories that correspond to the Office of Management and Budget’s (OMB) Standard Occupational Classification (SOC) for which the Bureau of Labor Statistics (BLS) maintains compensation data.
Sample 1
LABOR CATEGORIES AND STANDARD OCCUPATIONAL CLASSIFICATIONS. HCaTS provides standardized labor categories that correspond to the Office of Management and Budget’s (OMB) Standard Occupational Classification (SOC) system for which the Bureau of Labor Statistics (BLS) maintains compensation data. In accordance with Attachment J.1 (Standardized Labor Categories), all of the HCaTS labor categories are either an individual labor category that is mapped to a single SOC and functional description or a labor category group that is mapped to multiple SOC Numbers and functional descriptions. The HCaTS labor category groups were established based upon BLS published data regarding similar direct labor compensation within a grouping of multiple SOC numbers and functional descriptions. Except for ancillary labor as defined under Section B.3, when responding to task order solicitations, regardless of contract type, the Contractor shall identify both Prime and Subcontractor labor using the HCaTS labor categories. The Contractor may deviate from the Junior, Journeyman, Senior, and Subject Matter Expert (SME) definitions in Attachment J.1 (Standardized Labor Categories), as long as the Contractor clearly identifies the deviation in its proposals. Additionally, the following qualification substitution chart applies:
Sample 1

Related to LABOR CATEGORIES AND STANDARD OCCUPATIONAL CLASSIFICATIONS

  • 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.

  • JOB CLASSIFICATIONS For the purpose of this Agreement the following classifications will be applicable:

  • Classifications 6.1 Each Employee is classified as assessed by the Employer as follows:

  • 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.

  • CLASSIFICATION OF POSITIONS The University shall classify and/or reclassify all positions in the bargaining unit according to the nature and difficulty of duties assigned to and performed by the employee based on a current and accurate job description and shall assign to each position in the bargaining unit a classification title, number, and salary range. An employee new to his/her position will receive a copy of his/her job description upon hire. The appropriate administrator/supervisor will review the description with the employee. Materials used in determining classifications and reclassifications, such as class specifications and reclassification interpretation manuals, shall be readily available to the Union and employees on request.

  • Types of Grievance (a) An individual grievance is a grievance which involves a single individual.

  • 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.

  • WAGE RATES AND CLASSIFICATIONS Classifications and the hourly wage rates applicable thereto are contained in the Appendices attached to and forming part of this Agreement.

  • EMPLOYEE CLASSIFICATIONS REGULAR FULL-

  • Types of Grievances (a) Individual Grievance - a grievance alleging a violation of this Agreement affecting one Employee.

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