Classifications or Positions Designated Sample Clauses

Classifications or Positions Designated as DTR on or after December 20, 2018. Notwithstanding the provisions of this MOU, employees shall be compensated at a rate up to eleven percent (11%) of their base rate of pay for hours actually worked in a pay period for those positions identified in specific classifications in a specific department designated by the Human Resources Director as “difficult to recruit” (DTR). Eligibility and implementation for the DTR differential shall be determined by agreement of the parties the Human Resources Director the Human Resources Director based on a specific position, classification, geographical location, and/or department basis that a recruitment or retention issue exists and the DTR designation would assist the County in recruiting and retaining employees in the specific position, classification, geographical location, and/or department and the DTR designation would assist the County in recruiting and retaining employees in the specific position, classification, geographical location, and/or department. After implementation, SEIU shall have the right to meet and confer over a DTR. Eligibility for the DTR differential shall not be automatic nor shall such a determination have any bearing on the same or similar classifications (or similarly situated classifications). Upon such determination and approval, any differential granted pursuant to these provisions shall be implemented as follows: Upon prior authorization of the Human Resources Director, the initial salary placement for newly hired employees may be at any rate within the salary plan and grade for his/hertheir classification and shall be compensated a DTR differential. The DTR differential shall only apply to actual hours worked. The assignment of the DTR differential shall trigger a review by the Human Resources Department of the position and classification. The review shall consist of review of market benchmarks, turnover rates, exit surveys and other factors that may have created the recruitment/retention issue. In the event the Human Resources Director determines the circumstances that created the recruiting or retention problem(s) for any and/or all position(s) in the specific classification in the specific department no longer exist, theyhe/she shall declare the provisions described above inoperative for such specific position(s)/classification(s). At that time, the DTR differential shall cease. In the event the Human Resources Director determines the recruitment/retention issue is related to a m...
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Related to Classifications or Positions Designated

  • 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.

  • 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.

  • FURNITURE CLASSIFICATIONS Furniture classifications include but not limited to: Cafeteria, Dormitory, Library Shelving and Library Related, Lounge, Systems (Modular), School (Classroom), Freestanding, Seating, Filing Systems and Equipment, and Technology Support.

  • 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.

  • EMPLOYEE CLASSIFICATIONS REGULAR FULL-

  • COVERED CLASSIFICATIONS All employees shall be subject to post-Accident testing under this Agreement. All employees who perform Safety-Sensitive Functions, as defined in this Policy, shall be subject to reasonable suspicion testing.

  • 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.

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

  • Work in Higher Classification Employees working in a higher classification for more than four (4) hours in duration shall be paid at the higher rate of pay for the entire shift.

  • JOB CLASSIFICATION AND RECLASSIFICATION 26.01 In order to ensure the appropriate classification of jobs listed under Schedule "A" of the collective agreement, the Parties agree that matters related to the classification of new or existing jobs shall be dealt with in accordance with the Joint Job Evaluation Manual of Procedures forming part of this collective agreement. (Appendix "B").

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