NEW JOB. 45.01 When a new job is created, or an existing job is significantly changed, the Company may assign an employee to such job for a period not to exceed thirty (30) days. It shall be the responsibility of the Company to establish a wage rate and classification for such new job within twenty (20) days of commencement of the new job. The Company agrees to discuss with the Committee and provide all such data used to arrive at the new classification and rate. If the committee and the Company fail to agree on the new rate or classification for such new job, a policy grievance may be filed. The arbitrator will have the authority to set the new wage rate and classification and award redress.
NEW JOB. 23.01 When a new bargaining unit job is created, the Employer may assign an Employee to such job for a period not to exceed thirty (30) days after which it shall be posted. It shall be the responsibility of the Employer to establish a wage rate and classification for such new job within twenty (20) days of commencement of the new job. The Employer agrees to discuss with the Committee and provide all such data used to arrive at the new classification and rate. If the Committee and the Employer fail to agree on the new rate or classification for such new job, a policy grievance may be filed. The arbitrator will have the authority to set the new wage rate and classification.
NEW JOB. When a new job within the scope of the Union certificate is created, the Company may assign an employee to such job for a period not exceeding thirty (30) days. It shall be the responsibility of the Company to establish a wage rate and classification for such new job within twenty (20) days of commencement of the new job. The Company agrees to discuss with the Union and provide all such data used to arrive at the new classification and rate of pay. If the Union and the Company fail to agree on the new rate or classification for such new job, a policy grievance may be filed. The arbitrator will have the authority to set the new wage rate and classification and award redress.
NEW JOB. Whenever the Corporation decides to establish a new job, the following procedures shall apply:
NEW JOB. 38.01 When a new job is created, FTG may assign an employee to such job for a period not to exceed thirty (30) days. It shall be the responsibility of Management to establish a wage rate and classification for such new job within twenty (20) days of commencement of the new job. FTG agrees to discuss with the Committee and provide all such data used to arrive at the new classification and rate. If the Committee and FTG fail to agree on the new rate of classification for such new job, a policy grievance may be filed. The arbitrator will have the authority to set the new wage rate and classification and award redress. New jobs shall be posted within thirty (30) days of start up, and experience gained as a result of temporary assignment will not be considered as qualification on the posting. The regular job posting procedures will otherwise apply.
NEW JOB. 30.01 When a new job is created, the Company may assign an employee to such job for a period not to exceed thirty (30) calendar days. It shall be the responsibility of the Company to establish a wage rate and classification for such new job within twenty (20) days of commencement of the new job. The Company agrees to discuss with the Committee and provide all such data used to arrive at the new classification and rate. If the Committee and the Company fail to agree on the new rate or classification for such new job, a policy grievance may be filed. The arbitrator will have the authority to set the new wage rate and classification and award redress. New jobs shall be posted within thirty (30) calendar days of start up, and experienced gained as a result of temporary assignment will not be considered as qualification on the posting. The most senior applicant will be awarded the job and trained.
NEW JOB. When a new job is created the company may assign an employee to such job for a period not to exceed forty-five (45) working days. It shall be the responsibility of the Company to establish a wage rate and classification for such new job within twenty
NEW JOB. A. When a new job is placed in existence which cannot be properly placed in the existing classification and rate structure, or an existing job is changed or combined with another job to the extent that materially different skills and responsibilities are required, the Union will be notified in writing. The Board will, after written notice to the Union, assign a rate to the new or changed job, which shall be considered temporary for a period of thirty (30) days following the date of notification to the Union. During the period, the Union may request in writing a meeting with the Board to review the classification. When the classification is agreed upon, it shall be applied retroactive to the first day the employee began work on the job unless otherwise agreed to. If no written request is filed within the thirty (30) day period, the rate shall become permanent at the end of such period. If a written request is filed and no agreement is reached on the rate within the thirty (30) day period, the rate shall become permanent at the end of such period. If a written request is filed and no agreement is reached on the rate within thirty (30) days from the date of the request, the Union may file a written grievance at Step Three of the Grievance Procedure within ten (10) days following expiration of said thirty (30) day period.
NEW JOB. 30.01 When a new job, defined as a job not previously in existence in its current form, is created, the Company will post the job and a bargaining unit team member from those who apply will be selected (the union recognizes that the Company reserves the right to select the most suitable applicant) to perform such job for a period not to exceed forty-five (45) days. It shall be the responsibility of the Company to establish a wage rate and classification for such new job within twenty (20) days of commencement of the new job. The Company agrees to discuss with the Union Committee and provide all such data used to arrive at the new classification and rate. If the committee and the Company fail to agree on the new rate or classification for such new job, a policy grievance may be filed. The arbitrator will have the authority to set the new wage rate and classification and award redress. It is understood that the Company may continue to operate with the new classification pending the conclusion of the arbitration process and subject to any adjustment which the arbitrator may order.
NEW JOB. In the event that a new permanent job is created or a vacancy occurs within the bargaining unit, the Company shall post a notice of such positions.
