Common use of JOB CLASSIFICATIONS AND PROMOTION PROCESS Clause in Contracts

JOB CLASSIFICATIONS AND PROMOTION PROCESS. Section 1: Definition of “Designated Job Classification” - The job classification to which an employee is assigned at the time of initial employment shall be the employee’s “designated job classification” and shall so remain. Should an employee move to another designated job classification in accordance with the procedures set forth in this Agreement, that job classification shall become the employee’s designated job classification. A. All new position classifications within the bargaining unit shall be determined by the City. The City shall notify the Union in writing, fourteen (14) calendar days prior to its intention to establish the new classification by providing a draft of the proposed job description. With respect to new position classifications, the City agrees to consider the Union’s comments and suggested modifications to the position classification. B. Should the Union wish to bargain over the proposed wage rates for newly established positions, and wage rates and/or job content to existing classifications, it shall so advise the City within fourteen (14) calendar days of receipt of the final draft of the proposed wage rates or modifications and the parties shall schedule bargaining. If agreement is not reached relative to proposed modifications to existing job classifications or wage rate, the parties may utilize their rights and remedies under NRS 288.190, 288.200 and this contract. Section 2: Order of Filling Vacancies - Vacancies shall be filled in the following order: 1. Recall per Article 8 Section 5 E. or placement through the provisions of Section 7 of this Article; 2. Transfers [defined as: The formal movement of an employee or a position from one department/division to another department/division within the same classification.] (not seniority based); 3. Competitive bidding by all three Teamsters bargaining units; 4. All other city employees; and 5. From the open competitive list of external candidates. Section 3: Posting and Bidding - If the City determines to fill a job within the bargaining unit, the City will forward the job opening notice to the appropriate areas for posting. Posting will occur no later than 12:00 p.m. on Thursday and shall remain open for two (2) weeks, expiring at 5:00 p.m. Thursday that is fourteen days later. Subject to the provisions of Section 2, any employee may submit a request for transfer or bid for the job in writing during the posting period to the Director of Human Resources. The City shall not be required to post a notice of vacancy for a designated job classification more than once every one hundred eighty (180) days from date of posting; unless the previous posting list of internal candidates has been exhausted. In this case, the City will complete an internal posting prior to considering external candidates. Any bid submitted within a posting period shall remain valid for one hundred eighty (180) days from date the bid was submitted. Section 4: Restrictions on Bidding - Probationary employees shall not be considered for posted job openings. Employees who have been reclassified or promoted as a result of a job bid and award may not bid for another job until the employee has completed their qualifying period. Section 5: Qualifications/Testing - In accordance with Article 2, Section 1, the City has the sole right to determine qualifications provided it shall be done fairly and in good faith. Qualification assessments may include, but not be limited to: written, oral interviews, performance tests, or any combination of the aforementioned at the sole discretion of the City. The assessment process will be conducted in the order outlined in Article 7, Section 2. Section 6: Selection - From among employees who meet minimum qualifications and submit bids for a posted designated job classification and pass all phases of testing, the City will award the job to a qualified employee pursuant to the order of filling vacancies as per Section 2. If no qualified bids are submitted for the posted designated job classification, the City may fill the job in accordance with Sections 2 (3), (4) and (5). City seniority will determine ranking if identical scores are achieved. Section 7: Promotional Qualifying Period - A promotion is a position at a higher level of pay and responsibility. All promotions and changes in designated job classifications shall be subject to a qualifying period of three (3) months, which may be extended by the agreement of the Union and the City. An employee who has been promoted shall be evaluated in writing by their supervisor during their qualifying period. A. The promoted employee may choose to return to their previous position at their former wage rate within twenty-one (21) calendar days from the date of their promotion and the vacancy will not be filled during this period. B. It is understood that an employee currently serving a qualifying period is not eligible to be considered as an applicant for another position within the Teamsters Bargaining Units. C. Any absence in excess of one (1) full workweek shall automatically extend the qualifying period by a like amount. D. In the event of an unsuccessful qualifying period, the employee will be placed in a vacancy in their previous classification without loss of seniority. If no vacancy exists in that classification, the employee may be placed in a vacancy for which they are qualified at an equal or lower pay grade. If there is no such vacancy, the employee will be assigned work until the position they vacated due to the unsuccessful qualifying period is subsequently filled. Such an employee’s hourly rate will be returned to the rate of pay prior to the promotion to the new position. If the employee has not secured a position and the vacated position has been filled, the Secretary/Treasurer or designee from Teamsters Local 14 and the Human Resources Director or designee will meet to create an appropriate solution. E. Should an employee be promoted into a position with a requirement to attain a certification(s) within a specific timeframe and fails to do so, they may be removed from that position consistent with the terms of sub-section D above. F. Any position that has an identified training program for a promoted employee, the 90-day qualifying period begins upon completion of that training program. The classifications that meet these criteria will be mutually agreed to by the City and the Union and this requirement will be included in the job posting.