Common use of Classification Reviews Clause in Contracts

Classification Reviews. An employee who claims his/her assigned job is improperly classified and that he/she should be properly classified to another classification named in Schedule B, may present a request for review in writing to the Joint Job Evaluation Committee, c/o the Department of Human Resources. The written request may be in the form of a new completed questionnaire, or alternately, must specify the classification claimed by the employee to be inappropriate together with those individual job factors which are being contested and the substantive basis on which the claim is advanced. Any changes from the original questionnaire should be included. The employee may also request to give a brief verbal submission to the Joint Job Evaluation Committee on the date of the joint review. The Joint Job Evaluation Committee will consider and render a decision on the request for re -classification at the following scheduled monthly meeting. The Committee will review the whole job, not just individual factors. Should the Committee make a change to a job factor, all other comparator positions will be reviewed to ensure pay equity compliance. The decision of the Joint Job Evaluation Committee will be communicated by the Department of Human Resources to the employee and the Local President, or designate, within fifteen (15) days of that meeting. The Joint Job Evaluation Committee shall be under no obligation to accept or respond to more than one (1) request for review of the same position within any twelve (12) month period. Should the committee agree on a change in a job evaluation, the effective date of such change will be the date that the appeal is received in DHR. Over a 5-year period, a rotation schedule will be jointly created for the maintenance of all jobs not reviewed by the Joint Job Evaluation Committee.

Classification Reviews. An employee who claims his/her assigned job is improperly classified and that he/she should be properly classified to another classification named in Schedule B, may present a request for review in writing to the Joint Job Evaluation Committee, c/o the Department of Human Resources. The written request may be in the form of a new completed questionnaire, or alternately, must specify the classification claimed by the employee to be inappropriate together with those individual job factors which are being contested and the substantive basis on which the claim is advanced. Any changes from the original questionnaire should be included. The employee may also request to give a brief verbal submission to the Joint Job Evaluation Committee on the date of the joint review. The Joint Job Evaluation Committee will consider and render a decision on the request for re -classification re-classification at the following scheduled monthly meeting. The Committee will review the whole job, not just individual factors. Should the Committee make a change to a job factor, all other comparator positions will be reviewed to ensure pay equity compliance. The decision of the Joint Job Evaluation Committee will be communicated by the Department of Human Resources to the employee and the Local President, or designate, within fifteen (15) days of that meeting. The Joint Job Evaluation Committee shall be under no obligation to accept or respond to more than one (1) request for review of the same position within any twelve (12) month period. Should the committee agree on a change in a job evaluation, the effective date of such change will be the date that the appeal is received in DHR. Over a 5-year period, a rotation schedule will be jointly created for the maintenance of all jobs not reviewed by the Joint Job Evaluation Committee.