RECLASSIFICATION PROCESS Sample Clauses

RECLASSIFICATION PROCESS. The following process will be followed when bargaining unit members make a request to the District and the Association for reclassification. The same process will be followed when the District requests a reclassification. A. The employee who desires to be considered for reclassifi- cation shall request the Reclassification Request Form from the Livonia Secretarial Association President or the Human Resources Office. B. The completed request forms will be submitted to the As- sistant Superintendent of Human Resources and District Services and the Livonia Secretarial Association President. C. Upon receipt of the reclassification request, the Assistant Superintendent of Human Resources and District Services or his/her designee will convene a reclassification commit- tee to consider the request. The Reclassification Commit- tee shall be composed of the following members: 1. Administration (2) a. Assistant Superintendent of Human Re- sources and District Services or designee b. Administration Representative that is ap- propriate to the assignment of the em- ployee making a reclassification request b. LSA Area Representative(s) that is appropriate to the assignment of the employee making the request c. LSA Executive Director (ex-officio, non-voting) D. The Reclassification Committee shall meet in a timely man- ner subsequent to the receipt of the request by the office of the Assistant Superintendent of Human Resources and District Services, and shall consider the request, including rationale submitted by the employee making the request, and any other pertinent information the members of the committee may choose to present for consideration. E. The Assistant Superintendent of Human Resources and District Services shall make his/her final decision and com- municate it to the members of the Committee and to the employee making the request within ten (10) working days after the Committee meets. F. Depending on the time of year the reclassification requests are made, additional time may be granted to process the request not to exceed ninety (90) calendar days. G. The parties understand that the process described herein shall not be interpreted to prevent either party from raising such issues as matters of collective bargaining; nor shall this process limit such issues to be considered through the collective bargaining process only.

RECLASSIFICATION PROCESS. 18.7.1 Classified job descriptions will also be reviewed for the following reasons: 18.7.1.1 Placement of a new position on the salary schedule. 18.7.1.2 The job description has been changed by a supervisor and approved by the Office for Human Resources. 18.7.1.3 The employee believes that tasks being requested by the supervisor do not fall into the scope of the current job description and do not fit under the general category of “other duties as assigned by the supervisor.” This request does not require the supervisor’s signature. 18.7.2 A position will be reviewed solely on the minimum requirements of the official job description and not on the individual performance of the employee. This will be communicated to those who file a request prior to the review process. 18.7.3 Classified employees who wish to have their position reviewed must return a completed application to the Office for Human Resources. Any revisions in the job description must accompany the application and must have been reviewed by the immediate supervisor who also signs the request for review form. 18.7.4 Employees who are requesting a verification of placement will be advised they are entitled to representation and are encouraged to contact the Colorado Classified School Employees Association. 18.7.5 The positions will be reviewed according to the procedures set forth in Article 18.1. 18.7.5.1 If a change is determined to be warranted, the applicant, the applicant’s supervisors and other employees sharing the same job description will be notified of the recommendation and the effective date of change, if applicable. 18.7.6 The review process may take up to two (2) months to complete. 18.7.7 The Superintendent will be informed of placement changes via the review process. 18.7.8 The Office for Human Resources will insure that the revised job descriptions are archived for future reference. 18.7.9 Whenever the District creates a new classified job description the Human Resources Department of the District will inform CCSEA of the new classification. Upon mutual agreement, such position will be added to Appendix A-2.

RECLASSIFICATION PROCESS. 14.4.1 Classifications which are brought forward for review shall be considered by a four member Reclassification Panel which shall include two appointees from SEIU and two management appointees. 14.4.2 The Reclassification Panel shall attempt to reach consensus and apply the criteria set forth above to determine whether or not to recommend that a position(s) be reclassified, effective for the next fiscal year. In evaluating requests for reclassification, the Reclassification Panel shall use the following data, including but not limited to: 14.4.2.1 A comparison of the employee’s actual duties and responsibilities with the duties shown on the employee’s classification specifications. 14.4.2.2 A Comparison of the duties and responsibilities of the classification into which the employee believes he/she should be classified. 14.4.2.3 Oral and/or written information presented by th employee, supervisor or any other person with knowledge relevant to the Panel’s work. 14.4.2.4 An on-the-job desk audit, if determined necessary by the Panel. 14.4.2.5 New and increased duties known of or assigned by the supervisor. Duties assumed by the employee, without such knowledge or assignment shall not be the basis for reclassification. If not known, assigned or approved by the supervisor, such duties and responsibilities will immediately cease. 14.4.3 The Reclassification Panel may include the following in their advisory recommendation: 14.4.3.1 Range placement 14.4.2.2 Changes in job description 14.4.2.3 Job title changes 14.4.2.4 Creation of a new classification or range

RECLASSIFICATION PROCESS. The BCGEU agrees that no bargaining unit position will be reclassified without mutual agreement.

RECLASSIFICATION PROCESS. A. Requests for reclassification (promotion) may be made by either the Principle Investigator (PI) or the Research Assistant or Research Associate and forwarded through the Human Resources department when: 1. The incumbent meets the minimum education and experience requirements of the next level as identified in the criteria listed on the Human Resources webpage. UConn- AAUP will be notified of any changes to the criteria; and 2. When assigned job duties meet the description of the next level. The method of classification analysis shall be a job audit performed by specialists in the Department of Human Resources. B. Human Resources shall supply the reclassification application within one (1) week after receiving a written request for reclassification. The Research Assistant/Associate will complete the application and return it to Human Resources together with a copy of their curriculum vitae (CV). The PI, Department Head, and/or ▇▇▇▇/Director will confirm the information on the application, and the application shall be returned to Human Resources. C. Except in unusual circumstances, within four (4) weeks following receipt of the application, Human Resources will complete its audit. The employee and the PI will be notified in writing of the audit results. In no case shall the delay be more than ninety (90) days from the submission date of the application. Audit results shall not be grievable. D. If the audit process reveals that an existing higher-level job classification is appropriate, the effective date of the reclassification shall be no more than ninety (90) days from the submission date of the application. The Research Assistant/Associate will have their salary increased by 2% or $1500, whichever is less.

RECLASSIFICATION PROCESS. ‌ An employee who performs work in a higher job classification shall be compensated in accordance with the provisions of Section R of this Agreement. If the employee reasonably believes they are performing the duties of a higher job classification on an ongoing basis, the employee shall initiate a reclassification request as follows: 1. The employee may seek reclassification by having the employee complete the employee’s sections of the forms as designated by the Human Resources Department and submitting it during the period February 1 through May 1. 2. The Employing Official shall complete the Employer’s sections of the form and submit it to the Department of Human Resources by June 1st. 3. The Department of Human Resources will notify the Employing Official and the employee of their receipt of the reclassification request. Human Resources, Budget, and the Employing Official will meet to review as part of the established budget submission process. a. After conducting their analysis, and no later than September 1st, the Department of Human Resources will submit a written recommendation to the Union, employee(s), to the Employing Official. The results of Human Resources’ findings and recommendations may be subject to negotiation with the Union at the Union’s request. 4. The Department of Human Resources shall submit its recommendation to the Budget Office and the Employing Official shall include the reclassification request in their annual budget request. 5. The Board of County Commissioners will review the recommendation and render a decision during the budget approval/review process. If the Board does not approve the recommendation, the affected employee shall be reassigned duties consistent with the original classification of the position and if the employee is currently receiving out of class pay, such out of class pay shall be terminated. 6. If the recommendation involves the establishment of a new classification, both the Union and Management will meet to negotiate wages, hours and working conditions. 7. The above procedure will apply to employee-initiated requests. At his or her sole discretion, the Employing Official may also initiate reclassifications under Chapter 5, Section E (Classification Studies) of the County Personnel Manual if no increase in budget will be required as a result of the change.

RECLASSIFICATION PROCESS. The purpose of this section is to provide a formal process for employees to bring forward issues related to working outside of their classification descriptions. This process is conducted on an annual basis as indicated in Appendix I. While the District is conducting a classification (Hay) study, the reclassification process as found in Article 17.5 will be postponed until November, 2014, in order to allow a workgroup comprised of Local 1, District and a third party provider to meet and revise the reclassification process. Draft language is to be completed by May of 2014 for consideration in 2014-15 negotiations.

RECLASSIFICATION PROCESS. The purpose of this section is to provide a formal process for employees to bring forward issues related to working outside of their classification descriptions. This process is conducted on an annual basis as indicated in Appendix I.

RECLASSIFICATION PROCESS. 10.5.1 Unit members, CSEA, or the District may request a classification study of an existing position(s) by presenting an application together with a statement of reasons for requesting the study to the Director of Human Resources. Applications are available at the Human Resources Office or website. Requests will be accompanied by a statement of the current authorized duties of the position(s) and any requested changes. 10.5.2 A unit member, CSEA, supervisor or the District, may submit a reclassification request by March 1 of each year. 10.5.3 Completed applications will be reviewed by an appointed committee consisting of two classified employees, one management employee, and one representative from Human Resources. 10.5.4 The committee will complete its review of any applications by May 31. The committee will make a recommendation to Cabinet based on its review. The recommendation may include information such as: whether the position should be reclassified to an existing or new position, what the new duties should be and whether the salary should change (increase or decrease). If the committee cannot reach an agreement, the position will remain at its current classification. 10.5.5 Cabinet will complete its review of the reclassification application and committee recommendation by July 15. If Cabinet determines that a reclassification is appropriate, it will make a recommendation to the Board of Trustees. The Board will make its decision by October 1. 10.5.6 A reclassification will be effective retroactive to March 1. 10.5.7 If a reclassification request is denied, the employee will resume duties within the employee’s existing classification. There is no appeal process for employees who do not agree with a reclassification decision. However, an employee may request a reclassification again in future years. 10.5.8 Except for any violations of the procedure set forth in this Article, decisions by the committee, Cabinet, or the Board of Trustees regarding whether to reclassify a position shall not be grieved under the grievance procedure.