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Bcgeu Collective Agreement Ubc Okanagan

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. Collective Agreement (pdf)See also: Wage scales BCGEU website Sun Life Brochure (pdf) Main Page Benefits Extended Health Benefits A staff member requesting a reclassification of their position initiates the reclassification process by sending the immediate supervisor an application form for classification verification, an up-to-date job description (which can be obtained from position management or staff) and a new job description (with « track changes »). 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. Leave may or may not be paid depending on the type of leave. You will find more information in your collective agreement. CUPE 116 Collective Agreement Collective Agreement Aquatic Centre Human Resources reserves the right to classify auxiliary work. If an auxiliary work becomes more regular, the order is evaluated by the JJEC. . The job evaluation process is called job evaluation and is designed to determine the relative value of each job on UBC`s Okanagan campus. Each of the 10 compensable control factors used in the employment evaluation plan can be divided into a number of degrees and a points value is assigned for each degree. .

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. Administrative assistants working in executive offices, human resources and work on several sites outside the Point Grey campus. This message was sent on November 4, 2020 to members of the HR network, the IRP transition network and UBC administrators. The human resources department will orally advise the supervisor on the decision and the superior will advise the employee orally. The supervisor will submit an ePaf to the HR to deal with any salary increase. High executive salaries and professionals are entitled to the regular M-P benefits listed below, with the exception of high-income individuals (who earn $171,790.00 or more in 2020) who are entitled to receive the Income Replacement Plan and The Faculty Pension Plan, as outlined below.