JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. 16.01 The Board or its representatives agree to draw up job descriptions for all positions for which the Union is the bargaining agent. Copies of job descriptions shall be made available to the Union and to Employees requesting same from Management. Management shall notify the Union in writing of changes to a job description or job descriptions.
JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. A33:01 The Employer agrees to provide the Union with job descriptions for all classifications for which the Union is the bargaining agent, within six (6) months of ratifying this Collective Agreement.
JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. 33.01 Job classifications are as set out in Appendix "B" of this Agreement. Job descriptions will be prepared, maintained and amended from time to time by the Employer in consultation with the Union and employees concerned and the up-to-date job descriptions shall be provided to an affected employee with copies forwarded to the Union.
JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. 13:01 The Centre agrees to provide the Union with copies of any amendments or additions to job descriptions at least twenty-one (21) days in advance of the effective date of the change.
JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. 14:01 The Employer agrees to provide the Union and the local president with copies of any amendments or additions to job descriptions and further agrees to consult with the Union as to their contents prior to implementation.
JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. The Employer agrees to provide the Union with job descriptions for all classifications for which the Union is the bargaining agent, within six (6) months of ratifying this Collective Agreement. Where a new classification is created within the bargaining unit, or an existing classification is changed significantly, the Employer shall provide the Union with a copy of the new or revised job description. The Union and the Employer shall negotiate the rate of pay. Failing agreement on the appropriate rate of pay, the dispute may be referred to arbitration in accordance with the arbitration Article. If the salary range of a new or revised classification is adjusted as per I 30:02, such adjustment shall be retroactive to the date the new or revised classification came into effect. Recruitment and Retention Employees covered by the WRHA Homecare/Home Support Worker, WRHA Xxxxxxx, and WRHA Home Visitors Collective Agreements shall be given consideration for available employment opportunities within the bargaining unit prior to external applicants, provided they meet the qualifications. Probation All new full-time employees shall be on probation for three (3) calendar months with provision for an extension of the probationary period for another three (3) months, and all new part-time employees shall be on probation for six (6) calendar months from the day of their employment. An employee who is rejected during the probation period may grieve the rejection at Step 2 of the grievance procedure within fifteen (15) working days from the date the employee received notice of the rejection. The Human Resources Director (rural) / Community Director (WRHA) or designate shall hold a hearing to discuss the grievance with the employee. The employee has the option to have a representative present. The decision at Step 2 shall be final for such grievance(s). Subject to I 32:02, the rejection on probation of an employee is neither grievable nor arbitral. Article left blank to maintain provincial numbering. Conduct of Employees Article left blank to maintain provincial numbering. Retroactive Wages Retroactive pay will be paid to all employees working during the retroactivity period. Staff who do not currently work for the Employer are required to request such retroactivity pay in writing. Retroactive pay will be processed as soon as possible following ratification of the settlement by both parties and the provision of the approved wage scales to the Employer. The anticipated ...
JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. 21.1 When an existing job is to be changed or a new job is to be created, the Employer will discuss with the Union the changed job or rate and appropriate classification before establishing them. If no agreement is reached, the may within thirty (30) days of being notified of the new classification, file a grievance contesting the rate and refer it to arbitration pursuant to the procedures in the collective agreement. It is specifically agreed that the Arbitrator will have no authority to alter or modify the existing rate and/or classifications but shall have the authority, subject to the provisions of this agreement, to determine the new rate and/or classification, taking into consideration the existing rates and classifications.
JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. The Union and the Township will continue to develop and analyze job descriptions and classifications for purposes of developing greater flexibility and utilization of the work force. MEMORANDUM OF UNDERSTANDING PENSION BENEFITS Pension. The Township and Union agree to investigate the implementation of a defmed contribution plan and elimination of the defined benefit plan. Completion of this task will be by January 1, 2001. MEMORANDUM OF UNDERSTANDING REGARDING AFSCME GRIEVANCE #005-92 e Grievance #005-92 involving Xxxx Xxxxxx is resolved. or the Union ocal 292, Grosse lie Chapter Dee" /9 /20{Xx , Date I LETIER OF UNDERSTANDING: GRIEVANCES Concerning Grievance #005-92 Elimination of permanent clerk position .and Xxxx Xxxxxx. doing bargaining unit work: This matter will be adjourned for 90 days after ratification for review by ~hL--MI . AFSCME LOC~ GROSSE ILE TOWNSHIP SUPERVISOR Dated: 0c.{L :)..\ I ,0... q 7
JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. 1) The District agrees to provide the Union with copies of job descriptions for all job classifications in the bargaining unit.
JOB DESCRIPTIONS AND JOB CLASSIFICATIONS. Section 1. The Company shall furnish the Union a description of the job content of each non-management job title no later than thirty (30) days prior to the expiration of the primary Agreement. This is not intended to imply that the Company is limited from modifying the job content during the term of the Agreement nor that the Union is limited in its right to challenge the wage rate should they feel the value of the job has been changed as a result of a mid-term change.
