Movement Between Classification Levels Clause Samples

The 'Movement Between Classification Levels' clause defines the rules and procedures for changing an employee's job classification within an organization. Typically, this clause outlines the circumstances under which an employee may be promoted, demoted, or transferred to a different classification, such as based on performance, organizational needs, or completion of certain training. It may also specify the process for reviewing and approving such changes, and how pay or benefits are adjusted accordingly. The core function of this clause is to provide a clear and fair framework for managing employee progression and role changes, ensuring transparency and consistency in how classification movements are handled.
Movement Between Classification Levels. 18.12.1. With the exception of movements during Phase 1, movement between classification levels will be based on appointment on merit to advertised vacancies or in accordance with the Directive 15/13 Recruitment and Selection. 18.12.2. An existing employee appointed to a position at a higher classification level up to and including classification level HP6, will be appointed to pay point 1 of the higher classification level.
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Movement Between Classification Levels. 23.1 With the exception of movements during Phase 2, movement between classification levels will be based on appointment on merit to advertised vacancies or in accordance with the relevant IRM or Directive. 23.2 An existing employee appointed to a position at a higher classification level up to and including classification level HP7 within the Health Practitioner Classification Structure, except as provided in Clause 23.3 of this Agreement, will be appointed to paypoint 1 of the higher classification level. 23.3 Employees who move between classification levels HP2 and HP3 will be appointed to a paypoint in the HP3 classification level that is the next highest to that which the employee was paid under the HP2 classification level.
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Movement Between Classification Levels. (a) Movement between classification levels will be based on appointment on merit to advertised vacancies. (b) An existing Employee appointed to a position at a higher classification level will be appointed to Paypoint 1 of the higher classification level unless the employee has already worked continuously for a 12 month full-time equivalent period (1976 ordinary hours) at the higher position, in which case the Employee will be appointed at the next Paypoint.
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Movement Between Classification Levels. 2.7.1 Further to clause 12.5 (a) of the Correctional Employees Award - State 2015 movement from classification level 1 to classification level 2 may also occur:
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Movement Between Classification Levels a. Movement between classification levels 1 and 2 will be subject to employees meeting required qualifications and/or competencies. Employees will be required to meet agreed personal development objectives and where appropriate performance objectives as set and agreed to in consultation between the manager and employee for movement to occur. b. Movement from classification level 2 to classification level 3 will be either by appointment to a vacancy or the employee meeting required qualifications and/or competencies as determined by the Company and meeting agreed personal development and performance objectives as set and agreed to by the manager and the employee. c. Movement from classification level 3 and above will be by appointment to an advertised vacancy.
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Movement Between Classification Levels. 5.3.1 Movement between classification levels will be based on appointment on merit to advertised vacancies (or as otherwise allowed for in Seqwater’s Recruitment and Selection Procedure) as set out in the attached Schedules 1 to 5. 5.3.2 Clause 5.3.1 does not apply to movement between levels where an employee completes the competencies required to progress to the first paypoint of the next highest level.
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Movement Between Classification Levels. This is clause 18.12 in the current agreement. Minor changes have been made to update these clauses.
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Related to Movement Between Classification Levels

  • Job Classification Full-Time and Part-Time (a) 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 within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor 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. (b) When the Hospital makes a substantial change during the term of this agreement 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, to permit the Union to make representation with respect to the appropriate rate of pay. (c) 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 Arbitrator 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. (d) 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.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • New Job Classifications 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 arbitrator (or board of arbitration 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 arbitrator (or board of arbitration 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. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • Work in a Higher Classification Any employee who is assigned by his/her supervisor to a vacant position in a higher grade for a period of more than thirty (30) days shall receive the salary rate for the higher position from the first day of the appointment, provided such assignment has the prior approval in writing of the Appointing Authority or his/her designee. The approval of the Appointing Authority or his/her designee shall take effect as of the first day of the assignment. Any assignment to a vacant position in a higher grade must be in writing to be valid.

  • 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.