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BCGEU and Maxxam Analytics Inc. (03/2012) Page 4327.16 Salary Rate on DemotionWhen an employee is demoted the employee shall receive the rate for the position if a single salary. If asalary rate is established, the maximum reduction shall be the closest step to eight percent (8%), butwhere the differential between the employee's salary before demotion and the maximum salary of thelower position is greater than five percent (5%), the new salary shall be the maximum of the new position.27.17 Out of Pocket ExpensesAn employee in performing his/her duties within his/her headquarters area may claim unusual and/orextraordinary out-of-pocket expenses, subject to the approval of the Employer.27.18 RRSP ContributionThe Employer will contribute to a regular employee's RRSP plan an amount equal to that contributed bythe employee each month, up to a maximum of three percent (3%) of the employee’s gross earnings.ARTICLE 28 - CLASSIFICATION AND RECLASSIFICATION28.1 Classification SpecificationsSee Appendix 2.(a) Job classifications and specifications determinate of such classification levels shall be establishedby mutual agreement between the Employer and Union.(b)No existing classification shall be eliminated without prior consultation with the Union.(c) Prior notification will be made with the purpose to resolve any potential conflicts with theelimination of an existing classification.28.2 Job Classification Evaluation(a) The Employer may evaluate, review, and/or analyze classification standards and/or specificationsfor any position covered by this Agreement. However, if the results of such evaluations indicate arelative change in the value of a classification or impact to the classification series the following stepswill be followed:(1) The results of the job evaluation will be presented to the Labour/Management Committeefor review;(2) The Labour/Management Committee will evaluate the impact upon classificationspecifications and/or values, and;(3) Make joint recommendations to changes in the classification specifications and value ofthe classification to the Employer and Union.(b) The Employer may update classification standards and/or specifications where it does not changethe relative value of the classification or impact to the classification series. When revised classificationstandards and/or specifications are issued by the Employer, a copy will be filed with the President ofthe Union.28.3 Classification and Salary Assignments(a) When a new or substantially altered classification covered by this Agreement is introduced, therate of pay shall be subject to negotiations between the Employer and the Union.
BCGEU and Maxxam Analytics Inc. (03/2012) Page 44(b) If the parties are unable to agree on the rate of pay for the new or substantially alteredclassification within ten (10) days of their first meeting or such other period as agreed to by the parties,the Employer may implement the classification and attach a salary.(c) The Union may then refer the matter within thirty (30) days to the special arbitrator agreed by theparties who shall determine the new rate of pay.(d) The new rate of pay shall be effective on the date agreed to by the parties or the date set by theArbitrator but, in any event, not earlier than the date of implementation.28.4 Classification Appeal ProcedureAn employee shall have the right to grieve, through the Union, the classification of the positions he/sheoccupies.(a) If an employee believes that the position he/she occupies is improperly classified, he/she shalldiscuss the classification or grade with his/her immediate supervisor.(b) The supervisor shall, upon request, provide the employee with a written statement of duties andresponsibilities within thirty (30) days of the request.(c) Upon request, the employee and his/her immediate supervisor shall discuss this statement bycomparison with the classification specification(s).(d) If there is a dispute between the supervisor and the employee concerning the classification orgrade of the position he/she occupies, or if the employee believes there is a conflict between his/herclassification specification and the statement of duties, the employee may initiate a grievance at Step 2.28.5 Documents for Labour/Management CommitteeThe Labour/Management Committee is responsible for the maintenance of all documentation includingevaluation results, job specifications, and individual ratings for all jobs, and shall be supplied with allrelevant documentation for making position ratings.28.6 Substitution Pay in Lieu of Formal ReclassificationIf the Employer does not wish certain duties to be continued to be performed by the employee, theEmployer has the authority to pay substitution pay for the period for which the duties were performed.28.7 Job DescriptionsThe Employer agrees to maintain updated job descriptions for all positions and classifications for whichthe Union is the bargaining agent and provide the Union with a copy of any revisions to existing jobdescriptions.28.8 No DelayThe procedure set out above is not intended to interfere with or delay the posting or filling of newpositions, as the new rate ultimately settled on will be made retroactive to the date the position was firstfilled by the employee.28.9 Reclassification of PositionEmployees affected by any change in job classification as a result of this section shall have their rate ofpay adjusted to the appropriate reclassification. However, in the event the reclassification has an adverseeffect upon the employee’s rate of pay, the affected employee shall be red circled at their current rate ofpay until such time as the new rate for the classification exceeds their red circled rate.
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