New Job Titles. Section 1. Whenever the Company determines it appro- priate to create a new job title in the Bargaining Unit or re- structure an existing job title, it shall notify the Vice Presi- dent of the Union in writing. Restructure, for purposes of this Article, shall be limited to those situations in which the re- structure of the duties of an existing job title is so significant that the associated job description is no longer representative of the major functions of the restructured job. Such notifica- tion shall include the job title, the job description of the du- ties for such job title, and the initial Wage Schedule for such job title. The initial Wage Schedule shall be classified as tem- porary.
New Job Titles. New job titles established by the University after the effective date of this Agreement that are included in the URA-AFT bargaining unit shall be assigned a salary grade by the University according to its position classification system. The University then will provide the URA-AFT with a copy of the position description and the salary grade that has been assigned. Within fifteen (15) working days after receipt of this information, URA-AFT may ask UHR that the salary grade assigned to the new position be reconsidered. URA-AFT may submit any relevant information to UHR to be considered in its reconsideration. UHR will inform URA- AFT of the result of this reconsideration and will provide a written explanation why the salary grade assigned is appropriate. If the salary grade is different than the salary grade originally assigned, salary adjustments, if any, shall be implemented in accordance with Article 39 – Salary Adjustments.
New Job Titles. A. In the event that the Township wishes to establish a new bargaining unit job title or change the duties as described in the generic job description of an existing job title, the Association will be notified, in writing of the new job title. Such notice will be provided prior to implementation date of the new title, except in case of an emergency. The notice shall contain the new job description and/or the changed generic job description, and the proposed salary range.
New Job Titles. Employer may create new job titles during the term of this Agreement but will notify the Union of any such actions and the proposed job group ranking within ten (10) calendar days of making the final decision. If the Union questions the job group placement, it shall be entitled to a meeting with the Human Resources Manager or designee to discuss the subject. If the parties are unable to resolve dispute concerning the appropriate job group, the Union shall have fourteen (14) calendar days from the date of the Employer notification or the date any employee began working under the new job title, whichever is later, to appeal in writing to the Compensation Committee (see Section 6.5).
New Job Titles. New job titles established by the University after the effective date of this Agreement that are included in the URA-AFT bargaining unit shall be assigned a salary grade by the University according to its position classification system. The University then will provide the URA-AFT with a copy of the position description and the salary grade that has been assigned. Within fifteen
New Job Titles. In the event new job title(s) are created that are appropriately within the bargaining unit represented by the Union, the Library shall advise the Union of same and of the placement of such job title in the layoff bumping order. In the event the Union contests the proposed position’s placement in the bumping order, the Library shall establish a temporary wage and layoff position, and the Union may refer the dispute to the grievance procedure in Section J. below.
New Job Titles. In the event Anixter Center shall create new job titles or classifications of work after the effective date of this Agreement, Anixter Center will so advise the Union and confer with the Union upon the Union’s request for the purpose of determining whether or not such newly created job titles or classifications shall be included within the bargaining unit.
New Job Titles. 1. If a new job title is established during the term of the collective bargaining agreement, it is understood that an Employee in such job title shall be excluded if the job duties meet the National Labor Relations Act’s test for exclusion of supervisory, managerial or confidential Employees.
New Job Titles. Whenever the Company determines it appropriate to create a new job title in the bargaining unit, it shall be handled as follows: The Company shall notify the Union in writing at least thirty (30) calendar days before the new job title is implemented, and shall provide the Union with a summary of the duties and the proposed wage rate or wage schedule. The Union shall have the right, within thirty (30) calendar days from receipt of the notice from the Company, to request negotiations concerning the initial wage rate or schedule. If the Union does not initiate such negotiations the matter shall be considered closed for the duration of the contract. If the Union initiates such negotiations, and the parties are unable to reach agreement within thirty (30) calendar days, either party may request arbitration using the Arbitration Procedure below. Failure to do so shall resolve the dispute on the basis of the Company’s last proposal. The Company shall have the right to implement its proposal while the negotiation and arbitration process is proceeding, but an arbitrator may award a retroactive wage adjustment if deemed appropriate.
New Job Titles. Whenever the Company determines it appropriate to create a new job title or new job title in the bargaining unit, it shall be handled as follows: The Company shall notify the Union in writing at least fourteen (14) calendar days before the new job title or new job title is implemented, and shall provide the Union with a summary of the duties and the proposed wage rate or wage schedule. The Union shall have the right, within fourteen (14) calendar days from receipt of the notice from the Company, to request negotiations concerning the initial wage rate or schedule. If the Union does not initiate such negotiations the matter shall be considered closed for the duration of the contract. If the Union initiates such negotiations, and the parties are unable to reach agreement within thirty (30) calendar days, either party may request arbitration using the Arbitration Procedure below. Failure to do so shall resolve the dispute on the basis of the Company’s last proposal. The Company shall have the right to implement its proposal while the negotiation and arbitration process is proceeding, but an arbitrator may award a retroactive wage adjustment if deemed appropriate. Modified Job Titles - First, the parties agree that routine changes to operational procedures, equipment, and systems occur on a regular basis as a result of improvements in technology, processes, etc., and often change how job responsibilities are performed. These are not considered modifications to the job title and do not require notice or bargaining with the Union. Any dispute about whether a change in procedures, equipment, or systems is routine and has minimal (in contrast to a substantial) impact must be brought by the Union within fourteen (14) calendar days of the date of the change using the Arbitration Procedure below. Whenever the Company determines it appropriate to make a substantial change in the nature and scope of the work employees in an existing job title have historically performed, it shall be handled as follows: The Company shall notify the Union in writing at least fourteen (14) calendar days before the changes are implemented, and shall provide the Union with a summary of the modified duties and any proposed changes in the wage rate or wage schedule, if a wage adjustment is deemed appropriate by the Company. The Union shall have the right, within fourteen (14) calendar days from receipt of the notice from the Company, to request negotiations concerning the proposed wage rate o...
