Internal Equity. Internal equity means treating all employees fairly. AECL, which operates several different compensation systems, complies with the Section 11 of the Canadian Human Rights Act by ensuring that jobs in one compensation system are paid consistently with similar jobs under another of the Company’s compensation systems, especially if the jobs are male or female dominated. Value is determined by measuring the level of skill, effort, responsibility required by the job and the working conditions under which the job is performed. AECL’s job evaluation system is the tool used to compare values across the different compensation systems.
Internal Equity. If a new employee is hired into a pay level which is greater than the employee’s credited experience in that classification, the Union shall be notified within ten (10) calendar days after the employee is hired of the reason for the higher pay. The pay range for that entire job classification will be adjusted for the higher pay. The pay range for the entire job classification will be adjusted to reflect the placement of the new hire (e.g. if the new hire should be on pay level four (4) but is hired into pay level eight (8), then that wage rate becomes pay level four (4), and all employees in the job classification will be adjusted accordingly). If the Employer determines for business reasons to provide full credit for experience, it may do so by first notifying the Union and will review files of all present employees in the classification for the purpose of ensuring the same appropriate credit for experience. Employees so affected who believe they are entitled to additional credit may appeal their placement within thirty (30) days following notification of their new placement on the wage scale. In doing so, they must provide verifiable documentation of prior experience.
Internal Equity. An in-range progression may be considered where employees within the same classification performing substantially similar work are receiving different rates of pay than other employees on campus. An internal equity analysis will consider job related factors of an employee as compared to other employees within the same classification performing substantially similar work.
Internal Equity. 1. If a new bargaining unit employee is being hired into a department that has 1 (one) or more employees in the same bargaining unit job title, the new employee’s starting regular hourly rate shall not exceed the current regular hourly rate of any employee in the department with the same job title who has the same or higher qualifications, including experience, ability, skill, performance, training, education, and other relevant qualifications. If a new employee’s salary, which has been determined to create such an inequity, the hiring officer must consult with the cognizant xxxx or director and the Division of Human Resources to determine if a salary adjustment for existing employees is appropriate. If the Union has concerns regarding a particular internal equity situation, they may bring it forth as an issue for discussion in the Labor Management Committee Meeting.
Internal Equity. The Manager may issue additional Units to current Members, or may issue a Unit from a new Class of Units;
Internal Equity. The Board and the Union agree that they will convene an internal equity committee to implement internal equity within the calendar year. Dated at Windsor, Ontario, this 19th day of December 2007. FOR THE BOARD: FOR THE UNION: LETTER OF UNDERSTANDING BETWEEN THE GREATER ESSEX COUNTY DISTRICT SCHOOL BOARD AND CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 1348
Internal Equity. If a new employee is hired into a pay level which is greater than the employee’s credited experience in that classification, based upon the matrix of Appendix B, the Union shall be notified within ten (10) days after the employee is hired of the reason for the higher pay. The pay range for the entire job classification will be adjusted to reflect the placement for the new hire (e.g. if new hire should be on pay level 4 according to the matrix, but is hired in at pay level eight, then that wage rate becomes pay level four, and all employees in the job classification are adjusted accordingly.) This pay rate will be effective from the date the new employee is hired in.
Internal Equity. Upon written request by an employee submitted within thirty (30) days from the date the nurse becomes aware of the claimed inequity, the Employer will promptly investigate any inquiry relating to the employee's placement in the appropriate experience level. The Employer shall respond as promptly as circumstances permit to such requests, in writing. If an error in placement is determined, an appropriate adjustment will be made retroactive to the first full pay period following the date the employee made the request. The employee will be placed in the correct experience level and will be credited in this experience level with the hours worked and date of placement in the incorrect experience level. Nurses who appeal based on claims their actual experience is greater than what is contained in their Providence Regional Medical Center Everett file have the burden of proving their claim. If greater years are established by evidence outside their Providence Regional Medical Center Everett file, they will be placed in the correct level. Since, however, placement was not due to an Employer mistake, the effective date for change will be the date the appropriate documentation is submitted to the Employer.
Internal Equity. An Additional Step Progression may be considered where employees within the same classification performing substantially similar work are receiving different rates of pay than other employees on campus. An internal equity analysis will consider job related factors of an employee as compared to other employees within the same classification performing substantially similar work.
Internal Equity. The Board and the Union agree that they will convene an internal equity committee to implement internal equity within the calendar year. Dated at Windsor, Ontario, this 20th day of November 2008. FOR THE BOARD: FOR THE UNION: LETTER OF UNDERSTANDING BETWEEN THE GREATER ESSEX COUNTY DISTRICT SCHOOL BOARD AND CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 1348 RETURN TO WORK The Board commits to inviting the CUPE Local 1348 President to be consulted as new policies and procedures on occupational and non-occupational return to work plans are developed. Dated at Windsor, Ontario, this 20th day of November 2008. FOR THE BOARD: FOR THE UNION: LETTER OF UNDERSTANDING BETWEEN THE GREATER ESSEX COUNTY DISTRICT SCHOOL BOARD AND CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 1348 STUDENT SUPERVISION The Greater Essex County District School Board and the CUPE Local 1348 agree that in no case shall general student supervision be assigned to a classification or position in this bargaining unit, where supervision is not a core duty of that classification. This does not diminish any employee’s obligation to assist in emergency situations under the
