JOB CLASSES Sample Clauses

JOB CLASSES. The classification of jobs as described in Section 1.2 of this Agreement is defined as follows:
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JOB CLASSES. The following job classes have been identified and determined to be male-dominated by both the Association and the Union: Foreperson, Mechanic, Apprentice, Conditional Apprentice, Asbestos Remover.
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JOB CLASSES definitions and updates for reporting and tracking rating results based upon the 1992 definitions;
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JOB CLASSES. The classification of jobs as described in Section 1 .2 of this Agreement is defined as follows: Modify Section 1 .4 to create two separate date of classification lists based on first date of work as a Part time Driver or a Full time Driver for the purposes of layoff, promotion and bid work . Time off to be bid by date of hire seniority within classification .
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JOB CLASSES. 30.01 Existing job classes Driver Guard/Messenger Vault clerk
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JOB CLASSES. Male Job Classes: A representative group of male job classes has been selected as the basis on which to compare the female job classes in the establishment. These male job classes have been selected to represent the full range of male work in the HHS: Receiver/Storeskeeper Xxxxxxxxx Horticulturalist Plant Technician/Maintenance Technician Electrician Plumber Gasfitter Female Job Classes: In this plan, the female job classes listed below have been evaluated and compared to the representative group of male job classes: Helper II Food Services CSR Technician Helper 1 Housekeeping Non Registered Practical Nurse Xxxx Xxxx Chief Booking Clerk Health Care Aide Unit Clerk Registered Practical Nurse
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JOB CLASSES. The following job classes have been identified and determined to be male-dominated by both the Association and the Union: Foreperson Mechanic Conditional apprentice Apprentice Asbestos remover METHOD OF COMPARISON No female-dominated job classes were identified, therefore, no comparisons where necessary.
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JOB CLASSES. Under the terms of the Act, the Peel Regional Board of Commissioners of Police and the Peel Regional Police Association are required to identify and compare, using a gender-neutral job evaluation system, those jobs predominantly held by women with those jobs predominantly held by men. Based on the job evaluation results, the Board and the bargaining agent must ensure that the female dominant jobs are paid equally with jobs predominantly held by men, when the jobs are of equal or comparable value, taking into account the skill, effort, responsibility and working conditions involved. The Peel Regional Board of Commissioners of Police and the Peel Regional Police Association have determined the following job classes to be female job classes: Alarm Co-ordinator Auditor Analyst Chief Switchboard Operator Clerk Clerk Accident Records Clerk Typist Communicator Court Clerk Court Liaison Officer Court Records Clerk Darkroom Technician Data Entry Clerk Disclosure Clerk Financial Analyst III Financial Officer Firearms Clerk Headquarters Receptionist Identification Technician Insurance Clerk Library Technician Mail Clerk Microfilm Clerk Public Relations Officer Records Supervisor Records Systems Operator Records Systems Operator Records Systems Operator (Warrants) Research Analyst Secretary I Secretary Security Console Operator Special Projects Assistant Statistician Stenographer I Stenographer Summon &Warrants Clerk Switchboard Operator Timekeeper I Timekeeper Training Co-ordinator Warrants Clerk Word Processing Operator Young Offender Co-ordinator The Peel Regional Board of Commissioners of Police and the Peel Regional Police Association have determined the following job classes to be male job classes: Technician I Technician Building Maintenance Mechanic I Building Maintenance Mechanic Building Manager I Cleaner CommunicationsTechnician Computer Operations Supervisor Courier Court Security Officer Court Security Supervisor Driver Trainer Finance Services Supervisor Garage Service Co-ordinator Housekeeping Supervisor Maintenance Supervisor Maintenance Worker Mechanic Programmer Analyst Programmer Analyst Project Manager Quartermaster Serviceperson Stores Clerk
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Related to JOB CLASSES

  • 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.

  • 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.

  • SPECIALIZED JOB CLASSES Where there is a particular specialized job class in which the pay rate is below the local market value assessment of that job class, the parties may use existing means under the collective agreement to adjust compensation for that job class.

  • 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.

  • Classes The officers of the Company shall be a President, a Secretary, a Treasurer, and, if deemed necessary, expedient, or desirable by the Board of Managers, an Executive Vice President, one or more Senior Vice Presidents, one or more other Vice Presidents, one or more Assistant Treasurers, one or more Assistant Secretaries, and such other officers as may be elected or appointed in accordance with the provisions of this article. Additional officers and duties may be added by amendments to this article by the Members.

  • 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.

  • Maximum Class Size A. By September 7 of each year, no regular classroom teacher in an elementary school shall be assigned more than the number of students for each grade listed except as provided in 22-2-B and 22-8 below. K = 26 1-3 = 29 4-6 = 30 Combination = 27 Multi-Age Classes = 27

  • Higher Classification (a) In the event a classification review results in a position being reclassified at a higher level, the employee presently filling the position shall, if qualified, be assigned to the position at the higher level at a rate of pay which is equal to or higher than his or her current rate of pay.

  • Employee Classification 12.01 The term “

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