Common use of Position Descriptions and Classification Clause in Contracts

Position Descriptions and Classification. Section 8.1 - Policy. Each employee shall have a position description which is accurate as to title, series, grade, and which clearly states major duties. A position description is deemed to be accurate when the principle duties, knowledge requirements, and supervisory relationships are described and it covers eighty (80) percent or more of the work situation. All major duties must be covered in the eighty (80) percent or more of the work situation. Section 8.2 - An employee who believes his/her position description no longer accurately states their major duties and responsibilities, may submit a written request for review, including a summary of the points to be reviewed, to his/her supervisor. The supervisor will then review the position description for accuracy and present his/her findings to the employee within thirty (30) days from the employee’s request for review. In conducting the review, the supervisor will consider the employee’s written and oral comments. If the supervisor finds the position description to be inaccurate, the supervisor shall forward a revised position description to the servicing personnel office for classification. If the supervisor feels the position description is accurate, the employee may request the servicing personnel office officially review the position, which could include a desk audit. This request will be done in writing and will include all the documentation from the original request, including the employee’s comments and the supervisor’s response. This official review by the servicing personnel office shall be completed within sixty (60) days of the receipt of the employee’s request for review. If the employee is not satisfied with the results of the review, he/she may grieve in accordance with Article 5. The employee may request union representation during discussions with management during this process.