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HomeMy WebLinkAboutRhoden 01-10-09In the matter of an arbitration between Sheridan College of Applied Arts and Technology (hereinafter referred to as the College) and Ontario Public Service Employees Union, Local 245 (hereinafter referred to as the Union) Classification Grievance: Karlene Rhoden Sole Arbitrator: Gregory J. Brandt Appearances: For the College: Susanne Wodar, Human Relations Consultant For the Union: Norma Pennington-Drabble, Vice-President, Grievances Hearing: Sheridan College, Oakville, Ont. September 13, 2001 2 AWARD 1. Introduction and Background. The grievor is a Collection Officer in the Accounting Services Department of the College. She is classified as a Clerk D, Payband 8. In this grievance she claims that the position should be reclassified to Clerk D, Atypical, Payband 10. There are 9 factors in dispute. The Arbitration Data Sheet provides as follows: College Union Level Points Level Points 1. Training/Technical Skill 4 71 4 71 2. Experience 4 45 4 45 3. Complexity 4 58 5 74 4. Judgement 4 66 6 102 5. Motor Skills C4 28 C3 25 6. Physical Demand 2 16 3 28 7. Sensory Demand 4 39 5 50 8. Strain- Work Pressures/Demands,Deadlines3 28 5 50 9.Independent Action 3 33 4 46 10. Communications/Contacts 3 88 3 88 11. Responsibility for Decisions/Actions 3 44 4 62 12. Work Environment 1 10 2 32 TOTAL POINTS 526 673 PAYBAND 8 10 The Position Description Form (whose contents are not agreed to) provides, inter alia, as follows: A. POSITION SUMMARY Reporting to the Manager, Accounting Services, the incumbent will be required to tactfully collect outstanding monies owed to the College by students, sundry clientele and daycare clientele and to ensure that the appropriate accounts are current and accurate. Collection activity will require above average communication and problem solving skills. B. DUTIES AND RESPONSIBILITIES 1. RESPONSIBLE FOR THE COLLEGE'S OUTSTANDING BALANCES WITH STUDENT, SUNDRY AND DAYCARE ACCOUNTS, BY; -reviewing and verifying outstanding balances on student, sundry and daycare accounts -continual follow-up on communications with student, sundry and daycare accounts to secure payment -negotiating fee arrangements, power of attorney and demand promissory notes with the student body -co-ordinating and distributing letters of notification to the student body for outstanding balances after careful verification to ensure the accuracy of the College records (up to and including student withdrawal) -assisting students to ensure proper College procedures and associated paperwork has been followed to clear outstanding balances (i.e withdrawal) -reviewing Financial Aid fee deferrals and denials to secure payment after initial contact has occurred but failed -pursuing payment for returned cheques received by the College -monitoring month end Aged Listing -miscellaneous correspondence with students, sundry and daycare accounts -co-ordinating and issuing statements and outstanding accounts notification letters. 80% 2. COUNTER/TELEPHONE RELIEF; Processing of all incoming Collegwide revenues, ensuring that all data is entered expeditiously and accurately. Handling a variety of accounting queries, meeting the demands and challenges of customer services. 15% 3. OTHER DUTIES AND SPECIAL PROJECTS AS ASSIGNED 5% The PDF further provides as follows, with respect to the factors in dispute: 3. COMPLEXITY 1. Must be able to analyze and assess a student's or client's financial situation and integrity in order to successfully collect outstanding debts. 2. Must be creative in working out payment solutions for delinquent accounts in accordance with College policies. 4 3. Must be very organized to follow-up due dates of payment schedules and to coordinate distribution of letters of notification with regular follow up 4. Must be service oriented and have above average communication skills to deal with a variety of stressful situations. 5. Must be able to function and concentrate in a frequently disruptive working area. 4. JUDGMENT A moderate degree of independent judgment is required to counsel students/clients with financial difficulties and to identify alternatives to collect outstanding accounts. Must be able to determine the course of action for delinquent accounts (a) at which point the incumbent and the student/client are at an impasse and where the Supervisor intervenes for final resolution; (b) at which point the account becomes uncollectible and must be forwarded to the Collection Agency. 5. MOTOR SKILLS Keyboarding skills - used in manipulating software data, word processing and Lotus, Accuracy and some speed required - 50% of the time. 6. PHYSICAL DEMAND Incumbent works in a normal office environment and has flexibility to change movement or physical position. The incumbent may be sitting for long periods of time working at a desk or work station. Position requires concentrated visual and mental attention to detail (computer terminal, computer reports, detailed spreadsheets,etc.) Position requires repetitive use of wrist muscles for data entry to students'/clients accounts. Sitting at desk 75% Visual concentration 70% Data Entry 50% 7. SENSORY DEMAND Collection requires a high degree of mental energy and concentration in assessing financial situations and resolving collection of outstanding accounts. Accurate data entry to update accounts requires concentration and close attention to detail. The degree of concentration depends on the complexity of the situation. Significant mental energy in analyzing and resolving problems 70% 8. STRAIN FROM WORK PRESSURES/DEMANDS/DEADLINES The incumbent is frequently involved with several deadlines (collection schedules, month-end deadlines,etc.) Must find creative solutions to collect outstanding and delinquent accounts, thereby constantly dealing with people in difficult and stressful financial situations. Workload demands prioritizing to meet deadlines especially during registration. Meeting deadlines Predictable 80% of time Conflicting or multiple deadlines Tends to be predictable 50% Workload or volume Predictable more than 60% Dealing with people in difficult situations Not predictable 60-80%. 9. INDEPENDENT ACTION The incumbent is aware of the day to day responsibilities but receives instructions from the Supervisor on any unfamiliar task as it arises. Incumbent determines own method of achieving results and selects priorities. Occasional discussions during performances ensure priorities and deadlines by the Supervisor are met. Occasional reference to Accounts Receivable Procedure Manual, SIS Procedure Manual, College Collection Policy Work checked on weekly basis by either discussion or detailed review. Incumbent performs functions in accordance with College policies, general procedures and past practices Incumbent is fully accountable for ensuring that the Collection procedures are carried out according to College policies and within expected deadlines. Initiative and creativity are required daily in identifying and providing solutions to problems. Full creativity is given as long as the incumbent stays within the bounds of departmental and College policies. When incumbent and student/client are at an impasse regarding collection of outstanding accounts, the problem is referred to the Supervisor for a final solution. Conflicts between departments are referred to the Senior Accounts Receivable Analyst or the Supervisor for resolution. Issues requiring policy decisions or review are usually referred to the Supervisor. 11. RESPONSIBILITY FOR DECISIONS/ACTIONS 6 Accounts billed to students or clients inaccurately or outside of College policies would cause embarrassment. Problem accounts must be handled with tact and sensitivity in order to maintain good public relations internally and externally. Errors - detected by a) Daily balancing of Cashier Sessions b) Monthly reconciliations of General Ledger accounts c) Student or client contact Undetected errors would cause embarrassment and damage to College public relations. 12. WORK ENVIRONMENT. Incumbent works in a standard office environment and has little or no exposure to disagreeable elements - 60% of the time. 2. The grievor's evidence The griever testified as to her duties and the environment in which she works. The bulk of the griever's work is carried out while sitting at a desk equipped with a telephone, a computer and a bookshelf containing various ring binders in which relevant data and information is stored and referred to by her in the course of performing her duties. The desk is one of a number of desks in an open office environment. However, it is situated close to a counter to which students come for assistance (either from the griever or one of the other people working in the office). However, as the griever's desk is the closest to the counter she is frequently called upon to attend to the matter whatever it may be. As such, she is from time to time interrupted in the performance efher other duties. Those duties, as the PDF, indicates are primarily the collection of outstanding debts from students and other clients - although primarily students. Principal among the student debts are unpaid tuition fees - but may also include unpaid library fines, unpaid parking fines, etc. It is the College policy to clear effthese debts at the end of each academic semester. Where a debt has not been cleared off by the end of the semester the student is not permitted to register for a succeeding semester and - in the case of the final 7 semester- is not permitted to graduate. Essentially, the griever's job is to identify those students who are in debt, to contact them to notify them of the debt and demand payment thereof (or enter in an arrangement for the discharge of the debt over time) and, where necessary, to facilitate the transfer of delinquent accounts into the hands of a collection agency. The process of identifying those students who are in default of their obligations is to run an Age Report each month. That is a report which reveals the status of all students accounts - whether the account has been paid, the length eftime it has been in default etc. Based on information obtained from this report the griever takes various courses of actions depending on the length of the delinquency. Where an account is 30 days in arrears the griever telephones the student, advises them that the debt is outstanding and requests payment. If ne payment is received within 10 days the griever generates a form letter again notifying the student that he/she is in debt and advising that, unless the debt is discharged, a "hold" will be put on their account - which in effect means that the student will not be permitted to progress or graduate until the debt is discharged. Another Age Report is run after the expiration of another month and students identified as now being 60 days in arrears will receive another phone call and letter from the grievor advising that if the debt is not paid within 10 days their file will be sent to a collection agency. If the debt is not paid after the expiration of 90 days the file is sent to the collection agency. On each of these occasions when she is in contact with the griever, she advises them on various means by which they can discharge their debts, eg. the Financial Aid office of the College, parental assistant, bank loans or by entering into a payment plan which will allow them to discharge the debt over time. A good part of the griever's work day is spent responding to student inquiries that come in as a result of the letters and/or phone calls received from her - letters which, on average, number approximately 1,000 letters each quarter. These inquiries come to her in various forms, telephone or voice mail messages, e-mail messages or "walk-ins" (i.e. students approaching her at the counter in her office - approximately 100 each quarter.) Depending on the nature of the inquiry she will respond accordingly. For example, if the student protests the claim that there is a charge on his/her account (such as would occur where, for example, the fees had been paid or the student had withdrawn and was no longer registered as a student) she would go into the SiS (Student infermatien System) to check the status of account and make the appropriate inquiries (eg. contact the registration clerk to determine the student's status at the College.). The griever estimated that such disputes arise in approximately 5-6% efthe cases. Where the student does not dispute the charge but claims that he/she is unable to pay the grievor may, depending on the circumstances, make arrangements for the student to enter into a payment plan wherein the debt will be discharged by monthly payments over the course of 3 months - that is, by the end of the semester. The grievor is responsible for making a judgment as to the reasonableness of the student's claim that he/she is unable to pay and it is she that sets the terms of the payment plan - that the only time that she needs the approval of a manager is if the College is going to write off the debt as a whole. The grievor stated that currently she is administering 660 such payment plans - a process which requires her to keep track of when payments come in and to remove the plans from her binder as and when the debt is discharged. Where the debt is not discharged under a payment plan or other means used by the grievor to secure payment of the debt have not been successful, she takes the initial steps to have the matter turned over to a collection agency. In that regard she runs a report on the student from the Student Information System and puts together a record which is then, with the approval of her manager, sent to the collection agency for action. The grievor estimated that approximately 22% of the cases are sent to a collection agency. Once in the hands of the collection agency the grievor is no longer responsible for enforcing payment of the debt although she may be required to respond to questions from the collection agency. In addition to facilitating collection of these types of debts, which occupy a majority of her time, the griever is also responsible for collecting various other kinds of debts. The College operates a day care centre on each of its campuses. Where the payment of day care fees is in arrears the griever prepares a letter for the parents (who may be students at the College or members of the community ) advising them that the money is owed and sends a copy of that letter to the administrators of the day care centre. If the account continues in arrears the griever telephones the parents and, if necessary, ultimately refers the matter on to a collection agency. The grievor also has some involvement in collecting unpaid residence fees. Largely this is a matter of putting a hold on student accounts until such times as the fees are paid. However, she does not, as with tuition fees and day care fees, make a number of demands on the student before the debt is referred to a collection agency. Rather, the residences themselves fast track these debts directly to the collection agencies for action and the griever is simply informed of these events and informed as to when the debt has been paid - at which time she takes the hold off efthe student's account. The grievor is also responsible for following up on all NSF cheques that come to the college from whatever source in payment for some service provided by one of the departments of the College. The process of dealing with those kinds of defaults is, again, to write and request payment, follow up, and ultimately if necessary refer the matter to collections or to the particular Department concerned for action. Where the matter is cleared up the griever credits the payment to the right account and removes the charge on that account. These various duties described above are done by the grievor at her desk in her office which, according to the PDF, comprise 80% of her time. In addition, she is also responsible for providing counter relief at the Cash Office which is located in a different area of the College. Primarily, this is to provide relief for clerks who are at lunch or on breaks but, on occasion she could be there for "hours" at a time. While at the counter she handles fee payments or processes revenues coming in from other departments - as well as handles some part time registration- or providing students with information concerning College policies. These duties, according to the PDF, comprise 15% efher time. 3. Discussion and Conclusions Although it appears not to be an issue between the parties in this case, ! should begin by noting that this is an appropriate case for core point rating. The Typical Duties of a Clerk General D as set out in the Classification Guide Charts do not, except in very general terms, capture the kind of work in which the griever is engaged for 80% of the time, viz the collection of debts owed to the College by the use of various different strategies. Accordingly, I would consider it to be a "truly atypical" position which warrants classification by Core Point Rating. 10 As noted above, there are 9 factors in dispute. I shall deal with each of them separately 1. Complexity The griever seeks a rating of 5, viz, complex and relatively unusual tasks involving specialized processes and/or methods. The College rates this factor at level 4, viz, varied, non -routine complex tasks involving different and unrelated processes and/or methods. The difference between these two levels is in whether the tasks are "varied and non-routine" or whether they are "relatively unusual" and in whether the methods used to perform those tasks are "unrelated" or "specialized". Although it is no doubt the case that each file will be somewhat unique, there are a large number of elements in common in all of the tasks that the griever does. Once a delinquent account has been identified that sets in motion a set of procedures, i.e. phone calls followed by letters, negotiation of payment plans, referral to collection agencies - which are, on the whole, similar in all cases. Admittedly, the precise amount of the debt, the reasons for the debt, the circumstances of the student, the availability of alternative resources to pay the debt - all may vary from case to case. However, although the precise way in which it unfolds will be different from one case to the next, the basic procedure remains nevertheless fundamentally the same in all cases. Clearly, at the very least the tasks are "varied and non routine". However, I am unable to see how they can be characterized as "relatively unusual". All involve following up on indebtedness of various kinds. The fact that the precise circumstances of each case may be different one from the other only serves to make the tasks "varied and non-routine." The fact that the griever processes such a large number of these files each year suggests that, except to the extent that the precise facts of each file are slightly different, they all bear some similarity one to the other and are performed on a regular and recurring basis. Accordingly, I rate this factor at level 4 - 58 points 2. Judgment 11 The griever seeks a rating of level 6 - viz, high degree of judgment - problem solving involves adapting analytical techniques and development of new information on various situations and problems. The College has rated this factor at level 4 - viz, considerable judgment - handling a variety of conventional problems, questions or solutions with established analytical techniques. In the context of this particular position the area where judgment must be exercised is in deciding which of various options is to be pursued in collecting an outstanding debt - and the manner in which those options are carried out. Frequently, over the course of exercising her duties the griever is faced with choices as to what to do; whether to contact the parents, whether to contact a sponsor, whether to counsel the student to seek financial aid or go to a bank, whether to set up a payment plan and, if so, on what kind of terms, whether to take steps to have the matter sent to a collection agency etc.. Although there are College policies and practices and procedures in place for dealing with these matters, the implementation of those policies does require the griever to make a number of choices along the way - depending on the circumstances of each case. In my opinion that kind of situation is best captured by the language used in level 5, viz, "refining work methods and techniques to be used". Essentially, what the griever is expected to do is change or "refine" the way in which she goes about doing her job in order to address the particular circumstances of the case before me. However, I do not regard this need to change or refine her way of doing this as "adapting analytical techniques" - as is required to justify level 6. Accordingly, I would rate this factor at level 5 - 84 points 3. Physical Demand The griever seeks a rating of level 3, viz, regular physical demand, regular need for speed and repetitive use of muscles - uncomfortable or awkward body positions for short periods of time with some flexibility of movement. The College has rated this factor at level 2, viz, some physical demand occasional requirement for repetition and/or speed. - usually in comfortable body positions with flexibility of movement. In my opinion level 2 is the appropriate rating for this factor. For the great majority of her time the griever works in a standard office environment, sitting at a desk, 12 and with the ability to move about and change her position. Indeed, when interrupted by someone at the counter she is able to rise from her chair and stand and walk around. Those periods when she is required to stand at the cash counter are on a relief basis and, generally, not of lengthy duration. While her data entry work does require the need for speed and repetition and the use of small muscles, I am satisfied that, having regard to the fact that she is required to spend a good deal of her time dealing directly with students and the recovery of their debts, such activity can only sensibly be seen to be required on an occasional and not a regular basis. Accordingly, I would rate this factor at level 2. 4. Sensory Demand The griever seeks a rating of level 5, viz, extensive visual, auditory, or sensory demand on mental energy and frequent careful attention to detail and accuracy. The College has rated the factor at level 4, viz, considerable visual, auditory or sensory demand and frequent careful attention to detail and accuracy OR extensive visual etc. demand and occasional careful attention to detail and accuracy. There is no question that the griever is required to give "frequent careful attention to detail and accuracy" in performing her duties. That aspect of her position appears to relate principally to her review of student records, the SIS system, review of spreadsheets and running of an Age report - all of which are concerned with accurately identifying whether or not there are charges against a student's account which would trigger the various recovery efforts. Therefore, the principal issue is as to whether, in doing that, the demand on mental energy is "considerable" as the College maintains or "extensive" as the union and the griever claim. In my view the demand on mental energy arises out of the need to pursue a number of different delinquent accounts, many exhibiting somewhat different circumstances one from the other, and to implement the various strategies involved in getting the accounts paid, viz, payment plans, threats to turn over to collection agency etc. Given the large number of accounts which the griever processes over a semester it is reasonable to conclude that the demand on mental energy is of a high order. 13 The PDF, which is the prepared by the College, uses terms like "high" and "significant" when discussing the demand on mental energy. Terms like this, as well as those in the core point rating plan, viz, "extensive" and "considerable", are exceptionally difficult to define with any precision. A job which requires a "high" or "significant" demand on mental energy could reasonably be seen as meeting either standard set out in the core point rating plan. For present purposes, it is sufficient to note that a finding that the mental demand on energy is "extensive" would not be inconsistent with what is set out in the PDF. Accordingly, I would rate this factor at level 5. 5. Strain from Work Pressures/Demands/Deadlines The griever seeks a rating of level 5, viz, continuous work pressures and unpredictable interruptions in werkflew - numerous conflicting demands and tight deadlines occur frequently. The College has rated this factor at level 3, viz, moderate work pressures or demands - interruptions, changing deadlines, multiple demands occur regularly but are usually predictable. Occasionally critical deadlines may occur. I find it difficult to see how the claim for level 5 can be justified. While there are no doubt interruptions to the griever's work, caused by the telephone or someone appearing at the counter at a time when she is attending to some other task, there is nothing in the evidence that would suggest that these interruptions are "continuous". Were that the case it is difficult to imagine how the griever could process the very high number of accounts that she does. Similarly, although there are deadlines, viz, month end and semester end deadlines, I fail to see how they can be said to be "tight" deadlines (that is, deadlines which arise suddenly and which cannot be anticipated) or that these occur "frequently". The griever is aware of the existence of the deadlines; they occur in a cyclical fashion and are predictable and she is able to adjust her work schedule or prioritize her work in a way which permits her to meet those deadlines. There is no question that the griever is, in the performance of her duties, exposed to frequent interruptions and to multiple demands on her time. While attending to an e- mail message she could at the same time be required to answer the telephone and/or attend to a student at the counter. Further, although she cannot predict the precise moment when these interruptions will occur or the nature of the inquiry that is being asked of her, it is predictable that such interruptions will occur at a higher frequency 14 shortly after she sends out the letters to students. In my opinion, this situation is best captured by the language set out in level 3 and I would, accordingly, rate this factor at level 3. 6. Independent Action The griever seeks a rating of level4, viz, duties performed in accordance with procedures and past practices which may be adapted and modified to meet particular situations and/or problems - considerable freedom to act independently with Supervisor input or verification when requested. The College has rated this factor at level 3, viz, duties performed in accordance with procedures and past practices under periodic supervision which occasional periods of Supervisor input or verification. Moderate freedom to act independently. The difference between these two levels has to do with the extent to which the incumbent's supervisor is involved in resolving issues and problems that may arise. Although the section of the PDF relating to this job factor (see above) would appear to contemplate a fair amount of supervisory involvement, that does not appear to be borne out by the evidence. There is no lead hand and the Senior Accounts Receivable Analyst cannot, as a member of the bargaining unit, be seen to be a supervisor. According to the evidence the Supervisor becomes involved primarily when approval is needed for referring a delinquent account to a collections agency - or whether a debt should be written off completely. Certainly there does not appear, from the evidence, to be the occasional and somewhat regular supervision that is contemplated by the narrative accompanying level 3. Nor is there anything remotely approaching the "weekly" checking of the griever's work as referred to in the PDF. There was some discussion at the hearing as to the existence of a policies and procedures manual. However, it appears that, apart from very general College policies and a collection of unindexed memoranda and notes (many of which were prepared by the griever herself) there is little in written form that would serve as a manual to guide the incumbent. The vast majority of the griever's work involves her in dealing independently with various outstanding accounts whose circumstances differ one from the other and which, consequently, require her to adjust her approach to deal with the situation that is before 15 her. While she is guided by various past practices and policies, viz, the phone calls followed by the letters etc, to achieve success (viz, the collection of the debt) she must adapt those practices to the particular situation - as is, perhaps best illustrated in the negotiation of the separate payment plans for students - and the decision as to when and in what circumstances the matter should be further advanced to the collection agency stage. In my opinion the language of level 4 best captures this important aspect of the griever's position, viz, "procedures and past practices which may be adapted and modified to meet particular situations and/or problems - considerable freedom to act independently with Supervisor input or verification when requested." (Emphasis added) Accordingly, I would rate this factor at level 4. 7. Responsibility for Decisions/Actions The griever seeks a rating of level4, viz, decisions have considerable impact on the organization - errors detected after the fact and may result in considerable interruption and delay in work output and waste of resources. The College has rated this factor at level 3, viz, moderate impact of decisions - errors usually detected by modification and review and may result in disruption of the werkflew, duplication of effort, and/or limited waste of resources. I have some difficulty in seeing how this can reasonably be rated at level 4 as the griever claims. Admittedly errors committed by the griever will, in general, be detected after the fact. Errors at the cashier's desk will be discovered through daily balancing of cashier sessions or monthly reconciliation and errors in sending out letters to students will be discovered when later raised by the student. However, the impact of these errors does not reach the standard set out in level 4. I fail to see how they can result in a "considerable interruption and delay in work output and waste of resources". Errors at the cash desk are presumably corrected as soon as discovered. Errors pointed out by students are investigated and resolved through contacting the appropriate person, eg. registration clerk, and the records amended. While it may be that the need to investigate these errors interrupts the griever's work nothing in the evidence indicates that this leads to the kind of "waste of resources" or "interruption or delay" in work output that is referred to in level. 4. Moreover, Level 3 itself contemplates work disruption, duplication of resources and limited waste of resources and appears to reflect more accurately the kind of responsibility that should attach to this position. 16 There is no doubt that the griever plays an important role in maintaining good public relations with the outside community, whether that be parents of students, parents of children in day care, general creditors of the College, etc. There is a need for her to be tactful in dealing with those who are in debt to the College. Were she to fail to do herjeb properly the College is at risk of being publicly embarrassed in various respects. The griever referred to 2 instances in which parents had either threatened to sue or who had sued the College because of errors appearing on student's accounts- which errors led the College to state certain action. While those cases demonstrate that there is the potential for the College to suffer some significant consequences as a result of errors in student records they appear to be few in number and ought not, in and of themselves, to be given too much significance in determining the proper level to be given to this factor. On balance, I am not persuaded that the impact of the griever's decisions and actions and errors committed in that regard can be said to be "considerable' as is required by level 4 Accordingly, I would rate this factor at level 3. 8. Work Environment The grievor seeks level 2, viz, job duties carried out with occasional exposure to moderately disagreeable and/or hazardous elements OR recurring exposure to slightly disagreeable and/or hazardous elements OR there is a requirement for occasional travel (10-30%). The College rated this factor at level 1, viz, occasional exposure to slightly disagreeable and/or hazardous elements. At the hearing the griever stated that at the time of the grievance she was required to travel to the Davis campus of the College at least one or two days a week (sometimes every day of the week during registration periods). That, of itself, would appear to bring her within one efthe standards set out for level 2, viz, occasional travel (10-30%). Accordingly, I would rate this factor at level 2. 4. Summary Thus, the total evaluation for all of the job factors is as follows: 17 1. Training/Technical Skill 4 71 2. Experience 4 45 3.. Complexity 4 58 4. Judgement 5 84 5. Motor Skills C4 28 6. Physical Demand 2 16 7. Sensory Demand 5 50 8. Strain- Work Pressures/Demands,Deadlines 3 28 9.Independent Action 4 46 10. Communications/Contacts 3 88 11. Responsibility for Decisions/Actions 3 44 12. Work Environment 2 32 TOTAL POINTS 590 PAYBAND 9 In the result the grievance is allowed in part and the College is directed to classify the grievor as Clerk D, Atypical, Payband 9 and to compensate her for the losses suffered 10/89/2001 11:51 FAX 519 679 9239 BRANDT ARB S¥CES ~02 22 as a result of her improper classification. I remain seised of jurisdiction to deal with any issues that may arise out of thc implementation of this award. Dated at LONDON, Ont, this ~ day of~-- ~t~- ,2001 Gregory J. Brandt, Sole Arbitrator ARBITRATION DATA SHEET - SUPPORT .~TAFF CLASSIFICATION ~sent Classification: L-~=-/~--I~ i~) and Present Payband: Job Fami!v a.d Payband Re.uested by Griever; C ~_~--~ ~ ~ 7 ?' c~-~ -- 'i~ ~.~ /~ 1. Position 'Description Form Attached 2. r'l ~The parties agree on the contents of the attached Position Description Form OR [] i The Union disagrees with the contents of the attached Position Description Form. The specific details of this disagreement are as follows: (use reverse side if necessary) , FACTORS MANAGEMENT UNION ARBITRATOR i Level Pointe Level Pointe Level Points 1. T!aining/Technical Skills 2. EXperience ~z' ~7~' ~, $, F~hysical Demand 7, Sensory Demand 8, Strain from Work Pressures/Demands/Deadlines 9. I~dependent Action 474 ~:~ 10, Communications/Contacts 11. Responsibility for Decisions/Actions 12. Work Environment ~__ ~ ~z__ PAYEANO/TOTAL POINTS ATTACHED WRITTEN SUBMISSIONS: [] The Union [] The College FOR JTHE UNION FOR MANAGEMENT (Griever) [uate~ (Culle~e Floproaont~tivo) {Unior~ Representative) (Date) (Date f Hearing) (Date of Award) 93-12-0g b:datasheet.doc