Common use of Reclassification Clause in Contracts

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who 21.1 Each bargaining unit member shall, when employed, be placed in a designated classification title according to the job description for the area of assignment and responsibility. 21.2 A bargaining unit member may petition for a review of position classification through the submission of a "reclassification petition" to CSEA. CSEA must submit petitions to the Associate Superintendent of Human Resources/Labor Relations or designee between August 1 and October 10. 21.3 The Associate Superintendent of Human Resources/Labor Relations or designee shall be responsible for presenting a proposed recommendation for each submitted reclassification petition by January 25th. Reclassifications that are approved by the Assistant Superintendent of Employee Relations or designee will affect total compensation for the unit. 21.4 The proposed recommendation of the Associate Superintendent of Human Resources/Labor Relations or designee to approve or deny the petition, shall be communicated to the petitioner, CSEA, and the immediate supervisors with the reasons for the proposed recommendation. In evaluating the petition, the Associate Superintendent of Human Resources/Labor Relations or designee shall consider the following: 21.4.1 The level and nature of the duties and responsibilities the bargaining unit member is regularly required to perform which are not covered by her/his job description 21.4.2 How the bargaining unit member came to be assigned duties and responsibilities not covered by her/his job description (e.g., expansion of the function of the school or office, or possession by the bargaining unit member of special skills or abilities) 21.4.3 Comparison of the bargaining unit member’s actual duties as shown on the job description petition with the duties shown on the job description 21.4.4 Internal relationships (e.g., classified salary schedule) 21.4.5 Information given by the bargaining unit member and the bargaining unit member's immediate supervisor to the Associate Superintendent of Human Resources/Labor Relations or designee 21.5 If the bargaining unit member seeking reclassification disagrees with the proposed recommendation of the Associate Superintendent of Human Resources/Labor Relations or designee, he/she must notify the District within thirty (30) days of receipt of the recommendation. A panel shall be convened to further study the petition. The Associate Superintendent of Human Resources/Labor Relations or designee shall present his/her job classification findings to the Reclassification Review Panel. The voting members of the panel shall include two (2) members from CSEA selected by CSEA, and two (2) administrators. 21.5.1 The panel shall conduct a reclassification review which may request a review of include: 21.5.1.1 Interviews with the bargaining unit member, his/her band assignment and/or level assignment within a band supervisors, and persons serving in similar positions 21.5.1.2 Review of bargaining unit member's reclassification petition and reclassification petitions prepared by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change individuals serving in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section:similar positions 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties 21.5.1.3 Review of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt official job description 21.5.1.4 A desk audit 21.5.1.5 Collection and examination of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear prevailing wage data for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.comparable positions

Reclassification. A. An Whenever a reclassification is to occur or is initiated, an appropriate form will be completed and made available to the Union. At the request of the employee who disagrees with his/her job and an appropriate supervisor, the University shall conduct a classification may request study for the purpose of determining whether an employee’s position better fits into a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Formdifferent classification and therefore should be reclassified. In order to proceed The process shall commence with the reclassification process, filing in the request must identify and explain the areas Office of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the of an appropriate form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes identifies the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of . When an employee fills out a reclassification request from an employeeform for a reclassification, and the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned disagrees with the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQreclassification, the AOC’s Classification Section will analyze the responses form shall be forwarded to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, Office of Human Resources with an explanation from the supervisor and the employee will be notified in writing of the resultas to why there is a disagreement. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification supervisor’s written explanation shall be given to the employee at the same time that it is sent to the JCAU Executive Board upon receipt Office of same Human Resources. In the event that the supervisor disagrees with the employee, the Office of Human Resources is not obligated to conduct a classification study, but the decision not to do so and the resultant failure to reclassify the position shall be subject to the grievance procedure. If the Office of Human Resources decides not to perform a study and/or decides not to reclassify the position as requested, then the Office of Human Resources shall notify the employee in writing of such a decision. Should the employee and supervisor, however, jointly agree that a position should be reclassified, the Office of Human Resources shall have the option of reclassifying the position without conducting a formal classification study. Any classification study authorized or conducted by the Judiciary. F. If Office of Human Resources shall be completed within thirty (30) days of the filing of the form. A copy of the classification study and the determination indicates that by the Office of Human Resources shall be made available to the Union and the affected employee. Should this classification study result in a higher duties are being performedclassification, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, Union and the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement shall be informed and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will shall be posted within the affected appointing authority reclassified and open to competition for selectionan appropriate salary adjustment shall be made in accordance with applicable law.

Reclassification. A. An employee Unit members who disagrees with his/her job classification may request believe that they are entitled to a review of his/her band assignment and/or level assignment within reclassification due to a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of may submit a reclassification request from an employee, to the AOC will send Human Resources department. Human resources shall investigate the relevant circumstances and shall forward a letter stating that it has received written recommendation to the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled Superintendent within 30 twenty (20) working days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of submission of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 daysrequest. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial Human Resources Reclassification Recommendation shall be forwarded to the unit member and a copy shall be provided to CSEA. In the event the unit member does not agree with the recommendation, the unit member may, within ten (10) days, request for that a classification review panel be convened to review the request and recommendation and to receive further information from the unit member and Human Resources. The classification review panel shall make findings and a recommendation to the Superintendent, which shall be advisory. B. The classification review panel shall consist of four (4) persons. Two (2) shall be selected by the Superintendent or designee, and two (2) shall be selected by the local CSEA Chapter President. Both parties will attempt to schedule panel meetings at times which will not interfere with the instructional day. Written notice of the panel's reclassification shall decision will be sent to the JCAU Executive Board upon receipt employee and CSEA within 10 days of same by the Judiciaryfindings. F. C. The Superintendent shall consider the panel’s findings before and issue a decision. If the determination indicates that higher duties are being performedSuperintendent’s decision includes a recommendation to reclassify the employee, the higher level duties must be removed immediately upon finalization Superintendent shall submit that recommendation to the Board. If the Superintendent’s decision does not recommend reclassification of the title determination unless an exception is granted. In additionemployee, the employee will receive the out-of-title pay retroactive may submit a written request to the pay period immediately after 14 Human Resource Department for Board review of the Superintendent's decision. The written request for Board review must be submitted within ten (10) days from of receipt of the date the local Human Resources Office received the completed Superintendent's decision. The Board’s decision regarding a reclassification request until filed under this Article shall be final and conclusive. A notice of the date the higher level duties are relinquished. The employee Board’s decision will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent be sent to the same time period for which employee and CSEA. (Revised August 2020) D. Reclassification taken pursuant to the employee received retroactive paymentEducation Code, Board Policy, and this Article, is not subject to the grievance process set forth in Article XVIII of this Agreement. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.(New Article October 2014)

Reclassification. A. An employee who disagrees with his/her job classification may request a The Personnel Officer is responsible for reviewing the duties and responsibilities of positions and recommending to the City Council the creation of new classes and the abolition of existing classes. The Personnel Officer shall review classifications and make determinations in the following situations: a. Upon the recommendation of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, Supervisor or upon the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send Personnel Officer has the right to reallocate a letter stating that it has received position to a different class whenever its duties change materially, provided the reclassification request and that, if appropriate based upon can be accomplished within budget limitations. The Personnel Officer has the additional identified dutiesdiscretion to determine when the duties have materially changed which warrant a reclassification. To process reclassifications in a timely manner, the employee following process will be scheduled within 30 days followed: i. Supervisor or employee submits a request of reclassification to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable dateHuman Resources Department. C. An employee who fails to appear for ii. Within fifteen (15) working days, the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After Human Resources Department makes an employee and initial determination whether the employee’s immediate supervisor complete the JIQongoing job duties and responsibilities warrant a position reclassification. Once completed, the AOC’s Classification Section will analyze the responses Human Resources Department forwards its recommendations to the JIQ within Personnel Officer. iii. Within fifteen (15) working days the Personnel Officer affirms or modifies the Human Resource Department’s recommendations. As a reasonable time period, depending on workload, but not to exceed 60 days. Thereaftergeneral guideline, the senior managerPersonnel Officer will provide the following conclusions to the employee and his or her supervisor: re-assign work duties so the employee is no longer working outside of classification, appoint employee to existing classification with greater responsibility, or create a new classification that more accurately reflects the employee’s ongoing job duties and responsibilities. b. When the duties of a position so change that no appropriate class for it exists, the supervisor Personnel Officer must prepare an appropriate class specification for it and submit it to the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar daysCity Council for approval. E. A copy c. Reclassification of a position may not be used to circumvent the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciaryrules and regulations concerning demotion, promotion or compensation. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An 1. The SPS has a continuous process of review and re-evaluation of job descriptions and classifications. Changes in classification of regular positions as determined by job analysis and evaluation may occur for reasons such as, but not limited to: changes in position duties and responsibilities as determined by the SPS; or inappropriate classification of an existing position. 2. The SEA, on behalf of an employee, or group of employees (two (2) or more), or the affected supervisor/department manager may initiate a request for reclassification. If an employee who disagrees with his/her job classification may or group of employees wants to initiate a request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification processon their own, the request will be vetted through SEA prior to review by a job analyst. A reclassification request will only be processed if the supervisor or department manager involved has been notified in writing and SEA has agreed to move the review forward. All reclassification requests will be directed to Human Resources. Reclassification requests must identify be in writing and explain the areas of substantive change in must be accompanied by a completed job content questionnaire. If the position in question has been reviewed by an analyst, and the position has been appealed through Step 2 of the Classification Appeals Process, pursuant to the extent that appeals procedure explained below, the position no longer conforms to will not be reviewed again until one (1) calendar year after the job specification for the title assigned to that position; specifically the employee must file the following information with the local initial request. The position can be reviewed sooner if there is mutual agreement between Human Resources Office which will forward it and SEA due to the AOC’s Classification Section: 1. Identify on the form the specific changes in duties that do not conform to the specification for the title; 2. Propose a different existing title for and responsibilities of the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by A job analyst shall hold an explanatory conference with the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received person initiating the reclassification request and that, if appropriate based upon within twenty-five (25) workdays of receiving the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable daterequest. The employee’s employee(s) may be accompanied by their supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable dateand/or an SEA representative. C. An employee who fails to appear for 4. The job analyst will review any additional information, conduct the administration of the JIQnecessary research, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses communicate their decision in writing to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manageremployee(s), the supervisor involved, and the employee SEA within twenty-five (25) workdays from the date of the explanatory conference. The written decision will be notified officially distributed in writing of order to document the resultdecision date for the affected employee(s), supervisor(s), and the SEA. 5. This letter will also inform the employee that if she/he is not satisfied Human Resources shall coordinate with the outcome of the classification request, she/he supervisor when implementing any salary change that may file result from a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall reclassification. Salary changes will be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from date upon which the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee was first received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selectionby Human Resources.

Reclassification. A. An Whenever a reclassification is to occur or is initiated, an appropriate form will be completed and made available to the Union. At the request of the employee who disagrees with his/her job and an appropriate supervisor, the University shall conduct a classification may request study for the purpose of determining whether an employee’s position better fits into a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Formdifferent classification and therefore should be reclassified. In order to proceed The process shall commence with the reclassification process, filing in the request must identify and explain the areas Office of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the of an appropriate form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes identifies the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of . When an employee fills out a reclassification request from an employeeform for a reclassification, and the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned disagrees with the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQreclassification, the AOC’s Classification Section will analyze the responses form shall be forwarded to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, Office of Human Resources with an explanation from the supervisor and the employee will be notified in writing of the resultas to why there is a disagreement. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification supervisor’s written explanation shall be given to the employee at the same time that it is sent to the JCAU Executive Board upon receipt Office of same Human Resources. In the event that the supervisor disagrees with the employee, the Office of Human Resources is not obligated to conduct a classification study, but the decision not to do so and the resultant failure to reclassify the position shall be subject to the grievance procedure. If the Office of Human Resources decides not to perform a study and/or decides not to reclassify the position as requested, then the Office of Human Resources shall notify the employee in writing of such a decision. Should the employee and supervisor, however, jointly agree that a position should be reclassified; the Office of Human Resources shall have the option of reclassifying the position without conducting a formal classification study. Any classification study authorized or conducted by the Judiciary. F. If Office of Human Resources shall be completed within thirty (30) days of the filing of the form. A copy of the classification study and the determination indicates that by the Office of Human Resources shall be made available to the Union and the affected employee. Should this classification study result in a higher duties are being performedclassification, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, Union and the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement shall be informed and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will shall be posted within the affected appointing authority reclassified and open to competition for selectionan appropriate salary adjustment shall be made in accordance with applicable law.

Reclassification. A. An Whenever a reclassification is to occur or is initiated, an appropriate form will be completed and made available to the Lodge. At the request of the employee who disagrees with his/her job and an appropriate supervisor, the University shall conduct a classification may request study for the purpose of determining whether an employee’s position better fits into a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Formdifferent classification and therefore should be reclassified. In order to proceed The process shall commence with the reclassification process, filing in the request must identify and explain the areas Office of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the of an appropriate form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes identifies the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of . When an employee fills out a reclassification request from an employeeform for a reclassification, and the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned disagrees with the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQreclassification, the AOC’s Classification Section will analyze the responses form shall be forwarded to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, Office of Human Resources with an explanation from the supervisor and the employee will be notified in writing of the resultas to why there is a disagreement. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification supervisor’s written explanation shall be given to the employee at the same time that it is sent to the JCAU Executive Board upon receipt Office of same Human Resources. In the event that the supervisor disagrees with the employee, the Office of Human Resources is not obligated to conduct a classification study, but the decision not to do so and the resultant failure to reclassify the position shall be subject to the grievance procedure. If the Office of Human Resources decides not to perform a study and/or decides not to reclassify the position as requested, then the Office of Human Resources shall notify the employee in writing of such a decision. Should the employee and supervisor, however, jointly agree that a position should be reclassified, the Office of Human Resources shall have the option of reclassifying the position without conducting a formal classification study. Any classification study authorized or conducted by the Judiciary. F. If Office of Human Resources shall be completed within thirty (30) days of the filing of the form. A copy of the classification study and the determination indicates that by the Office of Human Resources shall be made available to the Union and the affected employee. Should this classification study result in a higher duties are being performedclassification, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, Union and the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement shall be informed and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will shall be posted within the affected appointing authority reclassified and open to competition for selectionan appropriate salary adjustment shall be made in accordance with applicable law.

Reclassification. A. An employee who disagrees with his/her job Reclassification means the allocation of a position to a different class which results from changes and duties of the position, but not necessarily the position’s incumbent employee. The reclassification may be to a newly created class or an existing class in the classification may request plan. The following apply to reclassifications. 1. When a review department head believes that the duties of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content an existing position have changed to the extent that the position they no longer conforms to the job specification for the title fit within its assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not class or no longer conform to changes of the specification for the title; 2. Propose a different existing title for the positionorganization (or department), including an explanation of how that title more accurately describes the duties of the position than will be reviewed and, if appropriate, the position may be reclassified to the appropriate class. Reclassification of a position shall not be undertaken as a substitute for discipline or hiring practices, nor to effect a change in salary or wages in the absence of a significant change in assigned duties and responsibilities. 2. An employee may submit a written request to the department head requesting a reclassification study of a position if s/he believes that the position’s specifications, duties, and responsibilities have changed, both in number and variety, as to cause a significant and permanent workload increase. The department head shall submit the request to the Personnel Director for review. In the event that the department head fails or refuses to submit the employee’s current titlerequest to the Personnel Director within 30 days of receipt, the employee may submit the written request directly to the Personnel Director. 3. Provide The Personnel Director will determine if the position requested to be studied will be reclassified to a signed statement new class. 4. A change in a position’s class does not constitute the sole basis for determining whether the employee in the reclassified position will also be assigned to the new position. a. The decision to reclassify a position shall be made by the employee’s current supervisor attesting that Personnel Director with the supervisor agrees or disagrees that concurrence of the identified duties are being performed by the employeeCounty Manager. B. Upon receipt b. The decision to place the current employee in the new class of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate position shall be based upon the additional identified dutiesqualifications and job performance of the employee. The employee will be assigned to the class whenever a position is reallocated to a higher class and the employee has satisfied the following requirements: i. Completes the trial period for the position as previously allocated; ii. Demonstrates acceptable or better job performance; and iii. Possesses the knowledge, skills, and abilities required for the higher class. c. Whenever a position is reclassified to a lower level class, the employee will be scheduled within 30 days to complete placed in the Job Information Questionnaire (JIQ) on lower level class effective the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete day of the JIQ on pay period which follows the first mutually agreeable dateapproval of the reclassification. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will d. Responsibility pay shall be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses paid back to the JIQ within a reasonable time period, depending date on workload, but not to exceed 60 days. Thereafter, which the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial formal request for reclassification shall be sent to the JCAU Executive Board upon receipt of same was received by the JudiciaryPersonnel Director, unless the request specifies a different date for it to become effective. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An The Appointing Authority or their designee or an incumbent of a position or AFSCME / Local 1 on behalf of an employee who disagrees with his/her job may request, in writing, a classification review. This classification review may request a review of his/her band assignment and/or level assignment be requested if the position has not been reviewed within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with previous twelve (12) months and either permanent and substantial changes have been made in the reclassification process, the request must identify duties and explain the areas of substantive change in job content responsibilities assigned to the extent position or there is evidence that the position no longer conforms to majority (50% or more) of the job specification work being performed is not appropriate for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section:'s current classification. 1. Identify on the form the specific duties that do not conform All requests for reclassification must be submitted to the specification for Human Resources Department on prescribed personnel form(s) by the title;appointing authority. Reclassification requests must be accompanied by a current job description approved by the position's immediate supervisor and appointing authority. 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than Employee initiated reclassification requests must first be directed to the employee’s current title's Appointing Authority. The appointing authority shall forward the employee's request to the Human Resources Director within ten (10) days of receipt. 3. Provide a signed statement by The Human Resources Director shall ensure the review (audit) of the employee’s current supervisor attesting 's position is completed within sixty (60) calendar days of receipt of the request in the Human Resources Department. 4. Based upon the analysis and evaluation of a position, the Human Resources Department reviewer may recommend that the supervisor agrees position be sustained in its current class or disagrees that be reclassified (up or down) to the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate proper classification based upon the additional identified dutiesassigned work. The City Manager or their designee shall review all reclassification recommendations made by the Human Resources Department. 5. Within ten (10) days of receipt of the written audit decision the affected employee(s) may, in writing, submit a request for review of this decision to the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) City Manager. This request for review must show substantial error and/or omission on the first mutually agreeable datepart of the auditor. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ City Manager may render a decision on the first mutually agreeable dateappeal on the basis of the written material or may interview the involved parties to discuss the specific error or omission prior to rendering a decision. C. An employee who fails to appear for 6. The City Manager shall have final decision-making authority on all reclassifications. 7. Reclassifications shall be effective the administration first of the JIQ, or who fails to give notice month following final approval of the need to reschedule the administration date, will be considered to have abandoned the request for action. Any changes of pay as a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing result of the result. This letter will also inform the employee that if she/he is not satisfied reallocation shall be in accordance with the outcome of City's Personnel Rules and Regulations in effect at the classification request, she/he may file a written appeal within 20 calendar daystime. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job A position may be reclassified after completion of a classification study. A position may be reclassified to a higher class, a lower class or another class at the same level. 1. A Department Head may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title;reclassification. 2. Propose a different existing title for Reclassification requests from the position, including an explanation of how that title more accurately describes Department Head must be made in writing to the duties Human Resources Director during the budget process. At the discretion of the position than Human Resources Director, in consultation with the employee’s current titleCounty Administrative Officer, a specific time period may be set aside for reclassification requests during any Fiscal Year. 3. Provide Incumbents in a signed statement position being considered for reclassification shall be allowed to provide statements and evidence as may affect the reclassification of the position. 4. Incumbents of reclassified positions may be moved to the level of the reclassification if the position is reclassified to a higher level in a class series and the incumbent has performed the duties and responsibilities of the higher level classification and met minimum qualifications of the higher level, as determined by the employee’s current supervisor attesting Human Resources Director, in his or her sole discretion. In some instances, the reclassification study will result in the allocation of a new position or classification that the supervisor agrees or disagrees that the identified duties are being performed may require a new recruitment, as determined by the employee. B. Upon receipt of a reclassification request from an employeeHuman Resources Director, in consultation with the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable dateCAO. The employee’s supervisor anniversary date and step will not change. The Human Resources Director’s decision may be appealed by the Department Head to the County Administrative Officer within ten (10) calendar days after the decision has been made in writing to the appropriate parties. The County Administrative Officer’s decision shall be final. The Board of Supervisors will establish a salary plan for all classifications. New employees shall be placed on the salary range for their classification at step “A.” New employees may be placed above step “A” under the following circumstances: A. When the results of examinations conducted by or provided to the County as part of its recruitment process show a prospective employee or employee-examinee to possess exceptional qualifications, the Board of Supervisors may grant the appointing authority the power to hire such person at any salary step of a particular salary classification. B. Whenever there are no applications filed for an advertised vacancy in a classification during a period of at least six continuous months, and when the business needs of a Department require the immediate filling of a vacant position, the County Administrative Officer may, in his or her sole discretion, and subject to approval by the Board of Supervisors, determine that the classification is temporarily “hard-to-fill” and, on that basis, authorize the vacancy to be advertised and filled at any step, up to and including step E of that classification. 1. Said determination may be made with respect to classification vacancies within a particular department. (e.g. if the classification is only “hard-to-fill” in certain departments.) 2. The “hard-to-fill” determination shall remain in effect until the County Administrative Officer declares otherwise. 3. In the event the determination is made and the “hard-to-fill” vacancy is filled at any step above step “A,” then all existing employees in the same classification (only in the affected department in the event that the hard-to-fill determination has been so limited) shall receive one or more step increases, effective on the date the vacancy is filled (i.e., when the employment of the new employee commences), equal to the number of steps beyond step “A” at which the new employee has started. 4. In the event that more than one vacancy exists or multiple vacancies occur during the period of time that the position is deemed “hard-to-fill” the total number of step increases by existing employees shall not exceed the greatest number of steps beyond step “A,” at which any new employee is started. For example, if a new employee in a “hard to fill classification started at Step “C” (which is two steps beyond step “A”), then an existing employee at step “A” would move to step “C”, and an existing employee at step “D” would move to step “E”, and an existing employee at Step “E” will simply remain at that step. If a subsequent new employee started at step “D” (three steps beyond step “A”), then existing employees would only move one additional step (not exceeding step “E”) in recognition of already having moved two steps previously when the first new employee started at step “C.” 5. If further vacancies are then filled while the classification remains “hard-to fill,” there would be no additional step increases to existing employees. In other words, existing employees may receive no more than three step increases as a result of vacancies being filled in a “hard to fill” classification. 6. Step increases under this subdivision (B) shall not affect or change otherwise effective dates for step increases as set forth in any other subdivision of this policy. After six months of satisfactory service a new, probationary employee who started at Step A, or a current employee promoted to a new position at Step A, is eligible to receive a step advancement to Step B. An employee receiving such a step increase will have their anniversary date changed to the date upon which the employee receives this step increase. All permanent County employees at any step other than Step “A,” (excepting Department Heads, at-will employees, and elected officials) will become eligible to advance one step after a satisfactory service period of one year on the employee’s anniversary date. Step increases shall not be automatic, but shall only be given upon affirmative recommendation of the Department Head following the completion of a performance evaluation where the performance is rated as satisfactory or better. Step increases may also be scheduled within 30 calendar days suspended by action of, or pursuant to complete the JIQ on direction of, the Board of Supervisors. A. If an employee is hired after the 15th of the month, the first mutually agreeable day of the month subsequent to the month in which the employee is hired becomes the employee’s anniversary date. C. An B. If an employee who fails to appear for is hired on or before the administration 15th of the JIQmonth, or who fails to give notice the first day of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After that month in which an employee and is hired becomes the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar daysanniversary date. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her If a bargaining unit member’s job classification may duties have increased or changed significantlymeasurably, the Union shall have the right to request a review meeting with management and the parties agree, that upon request by the Union, they shall negotiate in good faith a reclassification of his/her band assignment and/or level assignment within a band by completing the Judiciaryjob and the impact of the changes in the job’s Reclassification Request Formduties. In The parties agree that in order to proceed with facilitate the reclassification process, the OPEIU, Local 6 members employed by the Town of Raynham or their Department Heads may request a reclassification during the term of the current collective bargaining agreement. In the event an employee is promoted from Unit A to Unit B, the employee’s original date of hire will be used for step-advancement purposes The Request for Reclassification Form in Appendix B is to be completed by the employee requesting the reclassification. Upon completion, it must identify and explain the areas of substantive change in job content be submitted to the extent Town Administrator. The Town Administrator shall, within thirty (30) days, investigate this request, including obtaining the opinion of the employee’s Department Head(s), elected official(s), board(s), and Committee(s), and present the request with a recommendation to the Board of Selectmen. The Board of Selectmen has the sole discretion to grant or deny this request. The decision of the Board of Selectmen shall be confirmed in writing, with the reasons for the decision, within ten (10) business days of the meeting at which it is considered. This decision may be appealed to a Review Board within ten (10) business days of receipt by the employee. The Review Board, comprised of four (4) representatives, two (2) appointed by the Union and two (2) appointed by the Board of Selectmen, will schedule a hearing within ten (10) business days and report the recommendation of the majority Board of Review to the Board of Selectmen. The Board of Selectmen shall notify the employee that: it agrees with the recommendation of the Review Board; or it disagrees with recommendation of the Review Board. The final decision of the Board of Selectmen will not be subject to the grievance and arbitration provisions of the Collective Bargaining Agreement. When an employee’s position is reclassified from Unit A to Unit B, that employee will be placed at the step that assures that they realize a pay increase of at least 3 percent (3%) following the reclassification. The employee’s anniversary date, for step-advancement purposes only, will be the effective date of the reclassification. Further, should the parties agree, on a case-by-case basis, that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes has been performing the duties of the Unit B position than for a substantial period of time before the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting reclassification, that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied credited with the outcome of the classification request, she/he may file a written appeal within 20 calendar daystime they performed those duties for step-advancement purposes. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form1. In order to proceed with the reclassification processevent an employee believes they are permanently or regularly performing the duties and responsibilities of an existing position in the bargaining unit that is higher in rank and/or pay, the employee may submit a written request must identify and explain the areas of substantive change in job content for reclassification to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1Superintendent or designee. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than The request shall state the employee’s current titleclassification, and the classification in which the employee believes they should be more properly placed. The employee shall submit a time study on the form provided by the District that lists any out of classification duties the employee is performing and the amount of time each day they are performing those duties. The employee may include seasonal duties they perform which they believe are out of classification that may not have occurred during the time study period. 2. Upon receipt of a request for reclassification upwards, the Superintendent or their designee shall inform the Association President of the request, conduct an audit of the employee’s duties and undertake any other reasonable investigation pursuant to the employee’s request in order to determine the classification in which the employee should be most properly placed. Within ten (10) days of receipt of a request, a meeting will be scheduled with the employee and a representative from the Association if the employee chooses. Within fifteen (15) days of the meeting, the Superintendent or their designee shall respond to the employee’s request. If, in fact, the employee is more properly classified in a higher classification because of actual duties performed, the District may: a. Immediately remove the duties that would place the employee in the higher classification and pay the employee as indicated in Article 12, Section E of this Agreement from the date the request was made until the date the duties are removed; or, b. Reclassify the employee to the higher classification and pay the employee from the date the initial reclassification request was made as indicated below. 3. Provide a signed statement by In the event the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a request for reclassification request from an employeeis approved, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will rate of pay shall be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable datehigher classification’s range and as indicated in Article 7.B.3 of this Agreement. The employee’s supervisor will also effective date of reclassification and any increase shall be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration date of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification which shall be sent to also constitute the JCAU Executive Board upon receipt of same by employee’s new anniversary date in the Judiciarynew classification. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain explain, and document when requested, the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Sectionclassification unit: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 thirty (30) days to complete the Job Information Inventory Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 thirty (30) calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 twenty (20) calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Inventory Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher higher-level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher higher-level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees 6.6.1 During the term of this Agreement, the City shall notify the worker concerned in case of contemplated change in job content as contained in the classification descriptions which were in effect at the beginning of the Agreement. The Union shall be notified in advance of any contemplated changes in classification descriptions and such changes shall be discussed with the Union, provided that the City shall have the final decision regarding job content. The Union shall be given a reasonable opportunity to meet and confer on the impact of any such changes on matters within the scope of representation. 6.6.2 Once each year, during the month of January, a worker may request in writing a re-evaluation of his/her job based on significant changes in job content or significant discrepancies between job content and the classification may description. The request must contain justification. A statement by Management that a review job re-evaluation request will be submitted with the department budget does not relieve a worker from the responsibility of submitting his/her band assignment and/or own request in a timely manner. If meetings are held, the worker may request representation by the Union. The City will process the request and issue a recommendation within ninety (90) days. The City shall not agree to a change in the appropriate pay level assignment within for a band by completing job description until the Judiciary’s Reclassification Request Form. In order Union has received a copy of the proposed change and has been given the opportunity to proceed meet and confer with the reclassification processCity. Reclassifications shall become effective after City Council approval of the budget, retroactive to the first pay period of the fiscal year. The Personnel Officer shall notify the Union at least ten (10) days prior to recommending a reclassification. Upon request, the request must identify Personnel Officer will meet and explain confer with the areas of substantive change in job content Union to determine whether the worker shall be subject to a probationary period. If the worker receives a favorable recommendation for reclassification prior to the extent first pay period of the fiscal year, and the City determines that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes worker is currently performing the duties of the position than new classification, he or she will receive pay for working out of classification under Section 7.8. 6.6.3 In conducting classification studies, the compensation figure calculated for each City shall consist of the following components: base salary, employer paid employee contributions to the retirement system, deferred compensation contributions made by the employer on behalf of the employee’s current title, and the special adjustment. 3. Provide a signed statement by 6.6.4 The reclassification procedure shall not be used for the employee’s current supervisor attesting that purpose of avoiding use of the supervisor agrees promotion or disagrees that the identified duties are being performed by the employeedemotion procedures. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based 6.6.5 Salary step placement upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt in accordance with Article 7.4.1 (Effect of same by the JudiciaryPromotion on Salaries). F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who 21.1 Each bargaining unit member shall, when employed, be placed in a designated classification title according to the job description for the area of assignment and responsibility. 21.2 A bargaining unit member may petition for a review of position classification through the submission of a "reclassification petition" to CSEA. CSEA must submit petitions to the Associate Superintendent of Human Resources/Labor Relations or designee between August 1 and October 10. 21.3 The Associate Superintendent of Human Resources/Labor Relations or designee shall be responsible for presenting a proposed recommendation for each submitted reclassification petition by January 25th. Reclassifications that are approved by the Assistant Superintendent of Employee Relations or designee will effect total compensation for the unit. 21.4 The proposed recommendation of the Associate Superintendent of Human Resources/Labor Relations or designee to approve or deny the petition, shall be communicated to the petitioner, CSEA, and the immediate supervisors with the reasons for the proposed recommendation. In evaluating the petition, the Associate Superintendent of Human Resources/Labor Relations or designee shall consider the following: 21.4.1 The level and nature of the duties and responsibilities the bargaining unit member is regularly required to perform which are not covered by her/his job description 21.4.2 How the bargaining unit member came to be assigned duties and responsibilities not covered by her/his job description (e.g., expansion of the function of the school or office, or possession by the bargaining unit member of special skills or abilities) 21.4.3 Comparison of the bargaining unit member’s actual duties as shown on the job description petition with the duties shown on the job description 21.4.4 Internal relationships (e.g., classified salary schedule) 21.4.5 Information given by the bargaining unit member and the bargaining unit member's immediate supervisor to the Associate Superintendent of Human Resources/Labor Relations or designee 21.5 If the bargaining unit member seeking reclassification disagrees with the proposed recommendation of the Associate Superintendent of Human Resources/Labor Relations or designee, he/she must notify the District within thirty (30) days of receipt of the recommendation. A panel shall be convened to further study the petition. The Associate Superintendent of Human Resources/Labor Relations or designee shall present his/her job classification findings to the Reclassification Review Panel. The voting members of the panel shall include two (2) members from CSEA selected by CSEA, and two (2) administrators. 21.5.1 The panel shall conduct a reclassification review which may request a review of include: 21.5.1.1 Interviews with the bargaining unit member, his/her band assignment and/or level assignment within a band supervisors, and persons serving in similar positions 21.5.1.2 Review of bargaining unit member's reclassification petition and reclassification petitions prepared by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change individuals serving in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section:similar positions 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties 21.5.1.3 Review of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt official job description 21.5.1.4 A desk audit 21.5.1.5 Collection and examination of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear prevailing wage data for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.comparable positions