Re-classification

A number of members who have been trying to get their jobs reclassified have contacted me as they have been told, directly or indirectly, that the union contract prevents their promotions. There is nothing in the contract that prevents any member from receiving a promotion or a raise. In fact, the University can choose to accelerate employees through the grid or provide one-time only bonuses. (See Schedule A)

It's important to the note the difference between the union grid-step progression and the pre-union merit system. Under the old merit system, increases were at the sole discretion of the University. However, with the grid-steps, every staff member who has not yet reached the top of the category is guaranteed that their salary will increase by at least one grid step. This does not prevent the granting of bonuses or jumping by more than one grid step.

Job Classification

One of the major issues affecting many of us is the question of job classification. The introduction of new technology into the workplace has resulted in numerous changes in our duties within a fairly short period of time. Technological change has meant that our duties are often changing at a rapid pace, but unfortunately, too often our job descriptions and job classifications do not change at the same rate.

AMS is a good example of technological change and the effect it has had on our job responsibilities. The introduction of AMS resulted in many job functions that were once performed centrally being transferred to departments. Many of our members are in positions that have evolved over the past few years with duties that have been increased and expanded

New technology is essential in offices today, but if our duties and responsibilities change, then our job classification should also change to reflect the new duties. Someone who was initially hired as an AA I or a Sec I but is now performing duties similar to those who are classified at a higher rate somewhere else in the University should be classified and compensated fairly. Some departments have been re-classifying jobs that have evolved, but too many of our members have been told that a re-classification cannot occur until the new system is developed.

The new job evaluation system will take some time to develop and implement but this should not mean that re-classifications should not occur. When new duties and responsibilities are added to a job, departments should finish the process and re-examine the classification. It's simply not fair that someone who has taken increased duties and responsibilities should not be paid accordingly. The University benefits from the work our members do, let's be fair and provide proper compensation.