New or Revised Job Classification and Levels Sample Clauses

New or Revised Job Classification and Levels. If, after the effective date of this Agreement, the Company or the Union determines that no existing job classification or level appropriately covers a new or reorganized work assignment, either party may initiate a request for evaluation and review. The Union, with the assistance of one (1) employee from the affected job classification, will participate as a voting member on the Company’s team in the identification, evaluation, and review of all proposed changes to job classification and levels for classifications listed in Attachment B. The Company’s team shall include one human resources official, the applicable company director, and one Union official, each of whom may receive input from other interested parties. The Company will implement changes by (1) revising or deleting an existing job classification or level; or by (2) developing a new job classification, with supporting descriptions, which will be incorporated into Attachment B through the issuance of an installation memo; or (3) the Company will establish a Temporary Job Classification in accordance with Section 19.3(a).
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New or Revised Job Classification and Levels. If, after the effective 40 date of this Agreement, the Company or the Union determines that no existing job 41 classification or level appropriately covers a new or reorganized work assignment, 42 either party may initiate a request for evaluation and review. The Union, with the 43 assistance of one (1) employee from the affected job classification, will participate 44 as a voting member on the Company’s team in the identification, evaluation, and 45 review of all proposed changes to job classification and levels for classifications 46 listed in Attachment B. The Company’s team shall include one human resources 47 official, the applicable company director, and one Union official, each of whom may 48 receive input from other interested parties. The Company will implement changes 49 by (1) revising or deleting an existing job classification or level; or by (2) developing a 50 new job classification, with supporting descriptions, which will be incorporated into 51 Attachment B through the issuance of an installation memo; or (3) the Company will 52 establish a Temporary Job Classification in accordance with Section 19.3(a). 53
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New or Revised Job Classification and Levels. 38 39 If, after the effective date of this Agreement, the Company or the Union determines 40 that no existing job classification or level appropriately covers a new or reorganized 41 work assignment, either party may initiate a request for evaluation and review. The 42 Union, with the assistance of one (1) employee from the affected job classification, will 43 participate as a voting member on the Company’s team in the identification, evaluation, 44 and review of all proposed changes to job classification and levels for classifications 45 listed in Attachment B. The Company’s team shall include one human resources official, 46 the applicable company director, and one Union official, each of whom may receive 47 input from other interested parties. The Company will implement changes by (1) 48 revising or deleting an existing job classification or level; or by (2) developing a new job 49 classification, with supporting descriptions, which will be incorporated into Attachment 50 B through the issuance of an installation memo; or (3) the Company will establish a 51 Temporary Job Classification in accordance with Section 19.3(a). 52 53 19.3(a) Temporary Job Classification or Level. 54 55 A temporary job classification or level may be established by the Company for new 56 or revised work for which no current job classification or level is applicable and which requires a period of time to stabilize job duties. This period will not exceed 1 ninety (90) days unless extended by mutual agreement. The Union will be notified 2 of the effective date and approximate duration. Employees will be assigned to such 3 new work at not less than their current levels until the job classification and level 4 is made permanent. If the temporary job classification or level is made permanent 5 at a higher level than the levels of the assigned employees, these employees will 6 be paid within the range of the higher level for the time assigned to the work 7 covered by the permanent job classification or level. Effective upon and after the 8 Company’s determination that a temporary job classification and/or level has 9 become permanent, the provisions of Section 19.4 shall apply. 10
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Related to New or Revised Job Classification and Levels

  • Sector Sub-Sector Industry Classification Level of Government Type of Obligation Description of Measure Source of Measure All sectors : : - : Central : National Treatment Senior Management and Board of Directors : National Treatment and the Senior Management and Board of Directors obligations shall not apply to any measure relating to small and medium sized domestic market enterprise2. Foreign equity is restricted to a maximum of 40% for domestic market enterprises with paid-in equity capital of less than the equivalent of USD 200,000 Note: Members of the Board of Directors or governing body of corporation or associations shall be allowed in proportion to their allowable participation or share in the capital of such enterprises. : -1987 Constitution of the Republic of the Philippines. - Foreign Investments Act of 1991 (R.A. No. 7042, as amended by R.A. No. 8179). -Presidential and Administrative Issuances. ∞ 2 The concept of a small and medium sized domestic market enterprise is an enterprise with paid in equity capital of less than the equivalent of USD 200,000.00.

  • 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.

  • Demographic, Classification and Wage Information XXXXXX agrees to coordinate the accumulation and distribution of demographic, classification and wage data, as specified in the Letter of Understanding dated December 14, 2011, to CUPE on behalf of Boards of Education. The data currently housed in the Employment Data and Analysis Systems (EDAS) will be the source of the requested information.

  • Classification and Wage Rates For the avoidance of any doubt, there will be no industrial action (protected or otherwise) taken by the employees who are bound by this Agreement in relation to the quantum of the wages, allowances and payments arising from the provisions of Clause 7

  • 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.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • Staffing Levels to deal with Potential Violence The Employer agrees that, where there is a risk of violence, an adequate level of trained employees should be present. The Employer recognizes that workloads can lead to fatigue and a diminished ability both to identify and to subsequently deal with potentially violent situations.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • CLASS SIZE/STAFFING LEVELS The board will make every effort to limit FDK/Grade 1 split grades where feasible. APPENDIX A – RETIREMENT GRATUITIES

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