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Job Grades

Jobs are classified into an existing grade/category structure or hierarchy. Each level in the grade/category structure has a description and associated job titles. Each job is assigned to the grade/category providing the closest match to the job. The classification of a position is decided by comparing the whole job with the appropriate job grading standard. To ensure equity in job grading and wage rates, a common set of job grading standards and instructions are used. Because of differences in duties, skills and knowledge, and other aspects of trades and labor jobs, job grading standards are developed mainly along occupational lines. The standards do not attempt to describe every work assignment of each position in the occupation covered. The standards identify and describe those key characteristics of occupations which are significant for distinguishing different levels of work. They define these key characteristics in such a way as to provide a basis for assigning the appropriate grade level to all positions in the occupation to which the standards apply.

Job rights

The rights which employees may claim as theirs by virtue of performing a certain job. These may be an amalgam of their work conditions as laid down in a contract of employment: statutory rights, customary duties and benefits associated with a particular job. A good example of job rights is that of the (now abolished) Dock Labour Scheme: registered dockers were paid a wage even when there was no work available. Assertion of job rights is often a method of defence when managers seek to reorganize some aspect of work and employment.