Common use of Classification and Reclassification Clause in Contracts

Classification and Reclassification. 1. Through a classification process, each position in the Colleges is assigned a title, a grade level, an employment status (exempt/nonexempt) and a salary range. Position classification and employment status is based upon a systematic assessment of the duties and responsibilities of each position, using the formal job evaluation system created by ▇▇▇▇▇▇ and Associates and codified in a manual. 2. The Human Resources Office of each College, however named, will keep a printed copy of the ▇▇▇▇▇▇ and Associates Manual and make it available to unit members upon request. If the Colleges decide to use a different job evaluation system, they shall notify the Union and meet and discuss any implementation of such a new system. 3. When the duties and/or the responsibilities of a position change substantially, a classification review of an existing position may be requested by the supervisor or by the employee. The request will be reviewed by the President and the College Human Resources Officer (or President’s designee). A copy of the completed request will be sent to the employee and Union. A systematic assessment based on the criteria in the ▇▇▇▇▇▇ and Associates Manual will be done by the Chancellor’s Office to determine whether the change in duties and responsibilities warrant reclassification of the position to another grade level. The final decision on position classification and reclassification rests with the Chancellor. The Chancellor’s Office will give the employee, supervisor, and the Union a copy of the decision. Upon request, the employee, supervisor, or Union may request a copy of the assessment leading to the decision. 4. Except for unusual circumstances, a request for reclassification will be approved or denied within forty-five (45) days of the initial request. 5. If a position is reclassified to a higher grade level, the incumbent shall receive a salary increase to the minimum of the new pay grade if his/her salary is below minimum salary for the new classification. If the position is reclassified to a lower grade level, and the current salary of the incumbent is above the maximum of the lower position classification, the incumbent’s salary shall be frozen until such time as the salary range of the lower position classification may accommodate the employee’s salary. 6. In cases where moving to the minimum of the new pay grade does not result in a salary increase of at least three percent (3%) for an incumbent employee, the President shall determine a total salary increase of no less than three percent (3%) for the employee. An employee whose position is reclassified will continue to seamlessly accrue seniority and benefits. 7. Position reclassification requests for any one position at the same college will not be considered more than twice within twelve months.

Classification and Reclassification. 1. Through a classification process, each position A. Employees in the Colleges is assigned classified service shall only be required to perform those duties contained in a titleclass specification as those duties relate to and/or apply to the employee's position assignment. After appropriate consultation and review of proposed changes in any Unit I class specification, the AFT and the District shall make available to all employees in that class a grade levelcopy of any revised class specification. Any Unit I employee who, an employment status on a regular basis, has supervised one (exempt/nonexempt1) or more student workers, other non-regular classified and/or unclassified employees, and/or has exercised functional supervision over regular classified employees, for at least ninety (90) calendar days during the evaluation period, shall have such supervisory responsibilities noted and a salary range. Position classification and employment status is based upon a systematic assessment of evaluated on the duties and responsibilities of each position, using the formal job evaluation system created by Annual Performance Evaluation in ▇▇▇▇▇▇▇ and Associates and codified in a manual. 2. The Human Resources Office of each College▇, however named, will keep a printed copy of the ▇▇▇▇▇▇▇▇▇▇▇ and Associates Manual and make it available to unit members upon request. If the Colleges decide to use a different job evaluation system, they shall notify the Union and meet and discuss any implementation of such a new system. 3. When the duties and/or the responsibilities of a position change substantially, a classification review of an existing position may be requested by the supervisor or by the employee. The request will be reviewed by the President and the College Human Resources Officer (or President’s designee). A copy of the completed request will be sent to the employee and Union. A systematic assessment based on the criteria in the ▇▇▇▇▇▇▇▇▇ and Associates Manual will be done by (▇▇▇▇▇▇▇▇ ▇). B. If employees perform duties outside the Chancellorclass specification, the employee may file Temporary Work Out of Classification (PC Form 100) claim(s) in accordance with Personnel Commission Rule 550. C. If an employee believes that he/she spends an appreciable portion of his/her time performing duties inappropriate to the employee’s Office to determine whether the change in duties and responsibilities warrant reclassification of the position to another grade level. The final decision on position classification and reclassification rests with the Chancellor. The Chancellor’s Office will give the employee, supervisoror the initiator of the request, may file a Request for Reclassification (PC Form C1121) with the Personnel Commission. The employee will attach a list of duties which he/she believes are inconsistent with those in the assigned job specification. The Reclassification Request shall be acknowledged by the employee’s immediate supervisor and the College President or District Office Sr. Associate Vice Chancellor of Human Resources and forwarded to the Personnel Commission within twelve (12) working days from date of the reclassification request. The Personnel Commission will review the request for reclassification. The rules regarding reclassification are contained in Personnel Commission Rules 545 and related rules, and in Education Code provisions cited in those rules. The Personnel Commission will notify the Union AFT Staff Guild when the request has been received. D. Employees may initiate requests for reclassification in accordance with the provisions of Article 16, Procedures for Performance Evaluation. Such requests shall be reviewed by the Personnel Commission. The employee and the AFT Staff Guild shall be notified when the Personnel Commission has received the employee's request. E. Employees shall be encouraged to participate in the development and implementation of their work responsibilities and duties. Supervisors are encouraged to listen and seriously consider suggestions made by Clerical/Technical Unit employees. The District and the AFT shall consult on written suggestions submitted by Clerical/Technical Unit employees in this area, and will make appropriate recommendations to worksites regarding the implementation of these suggestions. The District and the AFT shall consult in a good faith effort to reach agreement on a procedure which would provide appropriate recognition to those employees whose suggestions are of particular value. F. The District shall encourage and support promotional opportunities for Clerical/Technical Unit I employees and shall consult with the AFT on methods of enhancing these opportunities. G. District Job Available Bulletins posted or available in the Personnel Office, on AFT Staff Guild bulletin boards, and other bulletin boards are for employee information. The AFT Chapter Chair shall receive a copy of all Job Available Bulletins. H. Personnel Commission Rule 624 contains the decision. Upon requestguidelines for notification of applicants of examination results and their appeal rights. I. Substitute, the employeerelief, supervisorlimited and special limited-term, or Union may request a copy of the assessment leading provisional, and emergency appointments shall be made and shall be subject to the decisionlimitations contained in applicable Education Code provisions and Personnel Commission Rule 671. 4. Except J. The District and the AFT shall consult on the need for unusual circumstances, and the feasibility of establishing a request for reclassification will be approved or denied within forty-five (45) days of the initial request. 5. If a position is reclassified to a higher grade level, the incumbent shall receive a salary increase to the minimum of the new pay grade if his/her salary is below minimum salary substitute pool for the new classification. If the position is reclassified to a lower grade level, and the current salary classification of the incumbent is above the maximum of the lower position classification, the incumbent’s salary shall be frozen until such time as the salary range of the lower position classification may accommodate the employee’s salaryAthletic Trainer. 6. In cases where moving to the minimum of the new pay grade does not result in a salary increase of at least three percent (3%) for an incumbent employee, the President shall determine a total salary increase of no less than three percent (3%) for the employee. An employee whose position is reclassified will continue to seamlessly accrue seniority and benefits. 7. Position reclassification requests for any one position at the same college will not be considered more than twice within twelve months.

Classification and Reclassification. A. Classification and Reclassification of a Position 1. Through Job Classification of a Position Any new, redesigned, or existing position with a substantive modification must have a job classification processreview by the Human Resources office, each position in approved by the Colleges is assigned line of supervision, and approved by the appropriate vice president or administrator prior to implementation. The Human Resources office will maintain a title, a grade level, an employment status (exempt/nonexempt) and a salary range. Position job classification and employment status is based upon a systematic assessment system of the duties and responsibilities of each position, using the formal job evaluation system created by ▇▇▇▇▇▇ and Associates and codified in a manualpositions. 2. The Human Resources Office of each College, however named, will keep a printed copy of the ▇▇▇▇▇▇ and Associates Manual and make it available to unit members upon request. If the Colleges decide to use a different job evaluation system, they shall notify the Union and meet and discuss any implementation of such a new system. 3. When the duties and/or the responsibilities Reclassification of a position change substantially, a classification review of an existing position Position a. An Association member may be requested by the supervisor or by the employee. The request will be reviewed by the President and the College Human Resources Officer (or President’s designee). A copy of the completed request will be sent to the employee and Union. A systematic assessment based on the criteria in the ▇▇▇▇▇▇ and Associates Manual will be done by the Chancellor’s Office to determine whether the change in duties and responsibilities warrant reclassification of the position to another grade level. The final decision on position classification and reclassification rests with the Chancellor. The Chancellor’s Office will give the employee, supervisor, and the Union a copy of the decision. Upon request, the employee, supervisor, or Union may request a copy of the assessment leading to the decision. 4. Except for unusual circumstances, initiate a request for reclassification of their current position with their immediate supervisor. The Position Analysis and Reclassification Request forms can be obtained from Human Resources and need to be completed for the supervisor to submit to Human Resources. A request for reclassification of a position will be approved only if the current job duties are substantially different from the employee’s current position description. Substantial differences in new responsibilities may be the result of (1) significant change in program or denied service, (2) reorganization, or (3) technology. b. The supervisor will review the request and if approved, submit to Human Resources for formal assessment within fortyten (10) working days of receipt from the employee. c. Human Resources will review the revised position description for the appropriate salary range compensation. This information, along with the Position Analysis and Reclassification form, will be given to the Reclassification Committee within ten (10) days. d. A reclassification Committee will be established. The committee shall consist of two (2) Classified members appointed by the Association President and two (2) managers appointed by the College President. The Human Resources Director, or designee, will serve on the committee as the chair, and the Association may have their OEA Representative or the Association President in attendance as the co- chair; both chairs are non-five voting members. e. The committee will review all materials submitted by the supervisor and/or employee, and Human Resources within twenty (4520) days of receipt. After review of such information, each voting member will vote to determine if the initial request. 5. If a changes in the position is reclassified to a higher grade levelare substantive or not, and the incumbent shall receive a salary increase to the minimum result of the new pay grade if his/her salary is below minimum salary for the new classification(1) significant change in program or service, (2) reorganization, or (3) technology. If the position is reclassified to committee’s decision results in a lower grade leveltie, and the current salary two (2) chairs of the incumbent is above the maximum of the lower position classification, the incumbent’s salary shall be frozen until such time as the salary range of the lower position classification may accommodate the employee’s salary. 6. In cases where moving committee will make a presentation to the minimum of College President, who will make the new pay grade does not result in a salary increase of at least three percent (3%) for an incumbent employee, the President shall determine a total salary increase of no less than three percent (3%) for the employee. An employee whose position is reclassified will continue to seamlessly accrue seniority and benefits. 7. Position reclassification requests for any one position at the same college will not be considered more than twice final decision within twelve months.twenty

Classification and Reclassification. 1. Through a classification process, each position in the Colleges is assigned a title, a grade level, an employment status (exempt/nonexempt; administrator/administrative staff) and a salary range. Position classification and employment status is based upon a systematic assessment of the duties and responsibilities of each position, using the formal job evaluation system created by ▇▇▇▇▇▇ and Associates and codified in a manual. 2. The Human Resources Office of each College, however named, College will keep a printed copy of the ▇▇▇▇▇▇ and Associates Manual and make it available to unit members upon request. If the Colleges decide to use a different job evaluation system, they shall notify the Union and meet and discuss any implementation of such a new system. 3. When the duties and/or the responsibilities of a position change substantially, a classification review of an existing position may be requested by the supervisor or by the employee. The request will be reviewed by the President and the College Human Resources Officer (or President’s designee). A copy of the completed request will be sent to the employee and Union. A systematic assessment based on the criteria in the ▇▇▇▇▇▇ and Associates Manual will be done by the Chancellor’s Office to determine whether the change in duties and responsibilities warrant reclassification of the position to another grade level. The final decision on position classification and reclassification rests with the Chancellor. The Chancellor’s Office will give the employee, supervisor, and the Union a copy of the decision. Upon request, the employee, supervisor, or Union may request a copy of the assessment leading to the decision. 4. Except for unusual circumstances, a request for reclassification will be approved or denied within forty-five (45) days of the initial request. 5. If a position is reclassified to a higher grade level, the incumbent shall receive a salary increase to the minimum of the new pay grade if his/her salary is below minimum salary for the new classification. If the position is reclassified to a lower grade level, and the current salary of the incumbent is above the maximum of the lower position classification, the incumbent’s salary shall be frozen until such time as the salary range of the lower position classification may accommodate the employee’s salary. 6. In cases where moving to the minimum of the new pay grade does not result in a salary increase of at least three percent (3%) for an incumbent employee, the President shall determine a total salary increase of no less than three percent (3%) for the employee. An employee whose position is reclassified will continue to seamlessly accrue seniority and benefits. 7. Position reclassification requests for any one position at the same college will not be considered more than twice within twelve months.

Classification and Reclassification. 1. Through 18.1 “Job Classification” is defined as the assignment of a position to a class, whether new or existing, because of the position’s qualifications, duties, and responsibilities 18.2 Reclassification is the upgrading of an employee from his/her existing job classification process, each position to a different existing job classification because of a significant change in the Colleges is assigned a title, a grade level, an employment status (exempt/nonexempt) and a salary range. Position classification and employment status is based upon a systematic assessment of the regular duties and responsibilities being performed by such employee. Reclassification is not the result of each position, using better or excellent performance of the formal same basic job evaluation system created by ▇▇▇▇▇▇ duties and Associates responsibilities. The amount of money available for salary adjustments due to reclassification shall be subject to collective bargaining. The total sum made available for reclassifications of unit members within any given fiscal year and codified in a manualshall not exceed $2500 approved under this article. Requests for reclassification will not be processed once the budgeted money is depleted. Any excess money shall be carried over to the next year for reclassifications. 2. The Human Resources Office of each College18.3 Whenever an employee, however namedhis/her supervisor, will keep or the District believe that there has been a printed copy of the ▇▇▇▇▇▇ and Associates Manual and make it available to unit members upon request. If the Colleges decide to use a different job evaluation system, they shall notify the Union and meet and discuss any implementation of such a new system. 3. When the duties and/or the responsibilities of a position significant change substantially, a classification review of an existing position may be requested by the supervisor or by the employee. The request will be reviewed by the President and the College Human Resources Officer (or President’s designee). A copy of the completed request will be sent to the employee and Union. A systematic assessment based on the criteria in the ▇▇▇▇▇▇ and Associates Manual will be done by the Chancellor’s Office to determine whether the change in regular duties and responsibilities warrant reclassification which he/she is performing, any of the above may file a written request to reclassify such position with the District's Chief Human Resources, on a form developed for such requests and signed by the member’s supervisor. 18.4 Such request shall be referred to another grade levelthe Reclassification Request Review Panel, which shall District's Chief Human Resources; a management employee selected by the District; and two bargaining unit employees selected by the Association, but neither of whom occupy or lead the job(s) in question. In the event of a tie vote of the four persons, the Chief Human Resources will cast the deciding vote. Reclassification reviews are limited to twice a year (October and April). 18.5 Such panel shall meet within thirty (30) days of each review period, and may receive information from the requesting employee and any other sources that they deem appropriate. 18.6 Such panel shall, state in writing its decision whether the employee should be reclassified or not. The final written decision on position classification and reclassification rests with the Chancellor. The Chancellor’s Office will give the employee, supervisor, and the Union a copy of the decision. Upon request, the employee, supervisor, or Union may request a copy of the assessment leading to the decision. 4. Except for unusual circumstances, a request for reclassification will shall be approved or denied made when possible within forty-five thirty (4530) days of the initial requestmeeting referred to in 18.4. 518.7 The written decision of the Panel shall be subject to Board approval. Any change of pay resulting from such reclassification approved by the Board will be effective on the day the request was originally presented to the Chief Human Resources for consideration by the Committee. 18.8 If the District creates a new job whose primary duties are not included within any existing job classification in the contract, the District will establish a new job classification for such job, and will meet and negotiate with the Association the proper range for that new job classification in light of the ranges set forth in the contract for generally comparable job classifications. If an employee or the Association believes that the District has failed to create a position new job classification in the circumstances described above, such employee may file a Request for New Classification with the Reclassification Request Review Panel, on a form developed for such requests. Such requests shall be processed in accordance with the procedure described above. The panel shall determine whether there is reclassified to a higher grade levelnew job whose primary duties are not included within an existing job classification. If there is such a new job, the incumbent shall receive District will create a salary increase to the minimum of the new pay grade if his/her salary is below minimum salary job classification for the new classificationjob and designate an appropriate range if the job is to be continued to be performed. If the position there is reclassified to not a lower grade level, and the current salary of the incumbent is above the maximum of the lower position classificationnew job, the incumbent’s salary shall request will be frozen until such time as the salary range of the lower position classification may accommodate the employee’s salarydenied. 6. In cases where moving 18.9 This Article shall not be subject to the minimum of the new pay grade does not result grievance arbitration procedure in a salary increase of at least three percent (3%) for an incumbent employee, the President shall determine a total salary increase of no less than three percent (3%) for the employee. An employee whose position is reclassified will continue to seamlessly accrue seniority and benefits. 7. Position reclassification requests for any one position at the same college will not be considered more than twice within twelve months.Article IV except

Classification and Reclassification. 1Classification of New Positions 18.1 The College shall review and assign an interim classification for newly created positions in accordance with the classification framework used by the College. Through a The College shall advise the Union of the classification process, each at or before the time of posting. (a) Where an Employee wishes to have that Employee’s position in the Colleges is assigned a title, a grade levelreclassified, an employment status Employee shall forward a request to an Employee’s immediate supervisor requesting the reclassification together with a job fact sheet summarizing how the position has changed. (exempt/nonexemptb) Where the immediate supervisor concurs with the revisions to the job fact sheet, the immediate supervisor shall sign the job fact sheet confirming agreement and a salary range. Position classification and employment status is based upon a systematic assessment shall forward it to the Senior Leader responsible for that functional area for the purpose of determining whether the changes are consistent with the expectations of that position. (c) Where the duties and responsibilities of each on the job fact sheet are not consistent with the expectations for the position, using the formal job evaluation system created by ▇▇▇▇▇▇ and Associates and codified in a manualSenior Leader shall advise the immediate supervisor who will advise the Employee and, where applicable, clarify expectations for the position. 2. The Human Resources Office of each College(d) Where there is more than one position with the same title and classification level as the position for which an Employee is requesting a reclassification, however named, will keep the Senior Leader shall invite other incumbents in these positions to complete a printed copy of the ▇▇▇▇▇▇ and Associates Manual and make it available to unit members upon request. If the Colleges decide to use a different job evaluation system, they shall notify the Union and meet and discuss any implementation of such a new systemfact sheet(s). 3. When the duties and/or the responsibilities of a position change substantially, a classification review of an existing position may be requested by the supervisor or by the employee. (e) The request will be reviewed by the President and the College Human Resources Officer Senior Leader shall: (or President’s designee). A copy of the completed request will be sent to the employee and Union. A systematic assessment based on the criteria in the ▇▇▇▇▇▇ and Associates Manual will be done by the Chancellor’s Office to i) determine whether the job fact sheet(s) appropriately reflects the duties of all the positions with the same position title or (ii) determine whether the duties reflected in one or more job fact sheets are specific to one or more locations, and (iii) forward the approved job fact sheet(s) and/or a consolidated job fact sheet(s) to the Senior Human Resource Person responsible for reclassification. (f) Where a Senior Leader forwards an approved job fact sheet(s) and/or consolidated job fact sheet(s) in accordance with 18.2 (e), the College shall evaluate the position(s) using the criteria of the College Job Evaluation Plan. (g) If there is a change in classification level for a position, the change shall apply to incumbents in the College whose duties and responsibilities warrant reclassification are reflected on the consolidated job fact sheet for that position. (h) Where an Employee is not satisfied with the decision of the position to another grade level. The final College resulting from 18.2(f) an Employee may appeal the decision on position classification and reclassification rests in accordance with the Chancellor. The Chancellor’s Office will give the employee, supervisor, and the Union a copy provisions of the decision. Upon request, the employee, supervisor, or Union may request a copy of the assessment leading to the decision18.6. 4. Except for unusual circumstances, a request for reclassification will be approved or denied within forty-five (45) days of the initial request. 5. If a position is reclassified to a higher grade level, the incumbent shall receive a salary increase to the minimum of the new pay grade if his/her salary is below minimum salary for the new classification. If the position is reclassified to a lower grade level, and the current salary of the incumbent is above the maximum of the lower position classification, the incumbent’s salary shall be frozen until such time as the salary range of the lower position classification may accommodate the employee’s salary. 6. In cases where moving to the minimum of the new pay grade does not result in a salary increase of at least three percent (3%) for an incumbent employee, the President shall determine a total salary increase of no less than three percent (3%) for the employee. An employee whose position is reclassified will continue to seamlessly accrue seniority and benefits. 7. Position reclassification requests for any one position at the same college will not be considered more than twice within twelve months.