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NCJRS Abstract

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NCJ Number: 98947 Find in a Library
Title: Job Classification, Overtime, and Holiday Pay (From Arbitration in Practice, P 103-118, 1984, Arnold M Zack, ed. - See NCJ-98940)
Author(s): J Stieber
Date Published: 1984
Page Count: 16
Sponsoring Agency: ILR Press
Ithaca, NY 14853
Sale Source: ILR Press
Cornell University
Box 1000
Ithaca, NY 14853
United States of America
Language: English
Country: United States of America
Annotation: This paper advises arbitrators on dealing with labor arbitration issues pertaining to new and changed jobs, job evaluation plans, premium pay for overtime, employee self-help, and holiday pay.
Abstract: Wage issues most often taken to arbitration involve pay adjustments related to technological and operational changes made by management. Disputes may involve pay rates for new or changed jobs, task revision constituting a new or a changed job, and job content requiring a wage rate change. Job evaluation plans refer to the analysis of tasks in a job and determining the knowledge and skills required to perform the job as a basis for determining the wage rate. An arbitrator must often determine whether a job evaluation system is just and appropriate or whether it conforms to the collective bargaining agreement. Overtime disputes usually involve the requirement of overtime work or the employee's right to insist on it. Employee self-help involves an employee's refusing to obey a management directive because he/she believes it violates the collective bargaining agreement. With some exceptions, self-help actions usually are prohibited under labor contracts. The arbitrator must decide if a particular incident is an exception to the self-help prohibition.
Index Term(s): Arbitration; Arbitrators; Employee grievances; Fringe benefits; Job analysis; Labor relations; Pay rates
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