Maintaining a Classification Plan Sample Clauses

Maintaining a Classification Plan. The Employer shall maintain a position classification plan in which positions of similar kind, difficulty and responsibility are included in the same class.
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Maintaining a Classification Plan a) The Employer shall establish and maintain a gender neutral classification specification plan in which positions of similar kind and responsibility are included in the same classification. Each classification specification will specify the qualifications, training, competencies, knowledge, skills, abilities and experience required for each job. Employees will be consulted prior to the review of their job descriptions. The employee will be provided with a copy of their job description at the time of the change is made.
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Maintaining a Classification Plan. The Employer shall maintain a position classification plan in which positions of similar responsibility, skill, effort, and working conditions are included in the same pay band. Employees shall be given a job description and appropriate classification upon commencement of employment with the Saskatchewan Craft Council. All existing employees shall also be supplied with a job description specifying the duties and expectations of the position.
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Maintaining a Classification Plan. The Employer shall maintain job descriptions in a manual kept in the Employer’s office available for inspection.
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Maintaining a Classification Plan. The employer shall maintain job descriptions in a manual kept in the Branch Executive Director’s office available for inspection. Classification Shall Be Submitted to the Union The employer agrees to submit to the Union, job descriptions for all new positions and classifications. Changes in Classification When the volume of work or the duties of any position is altered or changed, or where the Union or the employee feels they are incorrectly classified or when a new position, not covered in Appendix A, is being created during the term of this Agreement, the rate of pay, hours of work shall be subject to negotiations between the parties. All settlements shall be retroactive to the initiation of the request in writing to change the classification and subject to the regular grievance and arbitration procedure contained in this Collective Agreement. Challenge from Senior Employees When reclassification is due to new or additional duties and responsibilities, the most senior qualified employee shall be appointed.
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Maintaining a Classification Plan. The Employer shall establish and maintain a classification specification plan in which positions of similar kind and responsibilities are included in the same classification. Each classification will specify the qualifications, training, competencies, knowledge, education, skills, abilities, attributes and experience required for each job. All jobs shall be allocated to one of the classifications.
Sample 1
Maintaining a Classification Plan. The Employer shall maintain a job classification plan in which positions of similar kind and responsibility are included in the same classification. Employees shall be given a job description upon commencement of employment.
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Related to Maintaining a Classification Plan

  • Classification Plan (a) The Employer and the Union recognize the need to maintain the principles of Pay Equity to evaluate jobs in the Public Service bargaining unit. The parties also agree to apply the Public Service Job Evaluation Plan in accordance with those principles to all bargaining unit positions using the gender neutral plan factors and degrees in the Public Service Job Evaluation Plan. The Public Service Job Evaluation Plan will be used to evaluate positions in the Main Agreement and to determine their appropriate factor ratings.

  • 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.

  • Classification Plan Revisions A. The Employer will provide to the Union, in writing, any proposed changes to the classification plan including descriptions for newly created classifications. Upon request of the Union, the Employer will bargain, in accordance with Article 37, Mandatory Subjects, the effect(s) of a change to an existing class or newly proposed classification.

  • 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.

  • 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 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 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").

  • Classification Structure All employees working under this Agreement shall be classified according to the skill based classification structure set out in Appendix A.

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