The employees of Point Grey Campus as trades, food and hospitality services, technicians and research assistants, as well as in various positions covered by schedule A. CUPE 116`s CUPE 116 agreement, also represents aquatic Centre staff under a separate collective agreement. A staff member requesting the reclassification of his position initiates the reclassification process by sending his or her immediate supervisor a classification verification form, an updated job description (which can be obtained from Der Position Management or HR) and a new job description (with “track changes”) using the job description model. The employee and the line manager must discuss the employee classification requirement and reach agreement on the content of the employee`s job description, providing the sick employee with a copy of the final job description. CUPE 116 collective agreement | Aquatic Centre Collective Agreement Leave may be paid or unpaid depending on the type of leave. You will find more information in your collective agreement. Collective Agreement (pdf)See also: | Wage Tables | website BCGEU Sun Life Booklet (pdf) | Main | Page Benefits Advanced Health Services This is why it is very important to be aware and thoughtful when writing a job description, as it forms the basis of the job evaluation. Again, the employment evaluation system is not intended to assess individual labour performance, work volume or network-level salary. Note: Classifications are based on position, not employee. Staff qualifications, individual benefits, work volume or salary allocated at the network level are not valid grounds for conducting a classification review. The reclassification procedure is defined in Article 20 of the collective agreement between UBC and BCGEU. If there is a discrepancy between this document and the collective agreement, the collective agreement applies. If the appeal contains new information, it is not considered and the request for reclassification will have to wait 15 months before the JJEC re-examines it.
Jobs that are vacant and the supervisor takes the opportunity to update the job description prior to booking are not considered to be new individual transactions. Prior to the posting of a vacancy, HR will determine whether the updated description of the position is sufficiently important to warrant an evaluation and possible reclassification.