Dual Classifications Sample Clauses

Dual Classifications. Employees who desire to work in more than one job classification on a part-time basis may make application to the office of Classified Personnel. Assignment to more than one classification shall not interfere with the job responsibilities of either classification and shall not cause any employee to be assigned for more than 40 hours each week. The office of Classified of Personnel shall develop and disseminate procedures for application and consideration of dual- classification work.
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Dual Classifications. Employees who work in more than one classification shall be paid for all hours worked at the highest rate of pay for the classifications worked if the employee usually works fifty percent (50%) or more in the classification with the higher/highest rate of pay. Otherwise, the employee will be paid the rate of pay for the hours worked in each classification.
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Dual Classifications. Employees shall not be allowed to hold two or more positions if the starting and ending times conflict with each other. Existing schedule conflicts between or among multiple jobs are the exceptions. An existing conflict can remain between or amongst existing multiple jobs until the employee bids to change one or both of their current jobs. This includes changing bus routes or changing locations of their current job bid(s). In other words, if a driver changes routes due to their choice or because someone more senior than them bids on their route, they will no longer be allowed to hold both jobs unless there are no (zero) conflicts between their new hours and their 2nd job. The same is true if a person wants to change from Legend to Liberty, their new hours cannot have any (zero) conflicts with the days and/or times they are to report to work for both jobs. If an employee is successfully awarded a 2nd position, they will have a 30-day probationary period for that position. The language contained above does not pertain if the Administration is the force that makes a change that does not allow for a person to be on time to both/all jobs. In other words, if the Administration extends a bus route or moves the start/end time of lunch and the new time now conflicts with one or both jobs, the employee will not be required to give up either position as long as it does not create built-in overtime (OT). No employee may acquire/hold a position(s) that add up to more than eight (8) hours per day
Sample 1
Dual Classifications. Employees working at two (2) classifications in the same work period shall receive the pay for the higher classification for the actual time worked at the higher classification. When relieving a higher paid classification, the Employee shall be paid at the higher rate of the higher classification for actual time worked as if the Employee had bid the job. Holidays falling during the performance of such higher paid classified work shall be paid at such the higher rate provided the Employee works the day before and or the day after the Holiday, except when Section 13.2 applies. PTO taken during such relief shall be paid at the higher rate when relieving vacancies lasting in excess of ten (10) five (5) working days.
Sample 1
Dual Classifications. Employees shall not be allowed to hold two or more positions if the starting and ending times conflict with each other. Existing schedule conflicts between or among multiple jobs are the exceptions. An existing conflict can remain between or amongst existing multiple jobs until the employee bids to change one or both of their current jobs. This includes changing bus routes or changing locations of their current job bid(s). In other words, if a driver changes routes due to their choice or because someone more senior than them bids on their route, they will no longer be allowed to hold both jobs unless there are no (zero) conflicts between their new hours and their 2nd job. The same is true if a person wants to change from Legend to Liberty, their new hours cannot have any (zero) conflicts with the days and/or times they are to report to work for both jobs. The language contained above does not pertain if the Administration is the force that makes a change that does not allow for a person to be on time to both/all jobs. In other words, if the Administration extends a bus route or moves the start/end time of lunch and the new time now conflicts with one or both jobs, the employee will not be required to give up either position as long as it does not create built-in overtime (OT).
Sample 1

Related to Dual Classifications

  • 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.

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

  • 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.

  • 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.

  • New or Revised Classifications The Employer shall provide at least twenty-five (25) days' notice and will meet and confer with the Union over any new or revised classification specification, if requested by the Union. The Union may propose alternatives to the Employer proposed changes during the twenty-five day period. The Employer shall negotiate with the Union on other classification issues as required by State personnel law.

  • Classifications 6.1 Each Employee is classified as assessed by the Employer as follows:

  • WAGES AND CLASSIFICATIONS 14.01 Job classifications are set out in Schedule "A" of this Agreement. They shall not be changed or deleted, nor shall the jobs themselves be altered or amended without discussion with the Union.

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