Review of Disputed Position Classification Decisions Sample Clauses

The 'Review of Disputed Position Classification Decisions' clause establishes a process for addressing disagreements regarding how a particular job or position is classified within an organization. Typically, this clause outlines the steps an employee or their representative can take to formally challenge a classification decision, such as submitting a written appeal or requesting a review by a designated committee or authority. Its core function is to provide a fair and transparent mechanism for resolving disputes over job classifications, ensuring that employees are appropriately categorized and compensated according to established standards.
Review of Disputed Position Classification Decisions. A. If the County does not respond at the end of the appropriate time period as specified in Section 3., Step 4 of this Article or OCEA does not agree with a position classification decision of the County after the steps in Section 2. or
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Review of Disputed Position Classification Decisions. ‌ A. If the Superior Court does not respond at the end of the appropriate time period as specified in Section 3., Step 4 of this Article or OCEA does not agree with a position classification decision as approved by the Superior Court after the steps in Section 2. or 3. of this Article have been followed, the issue may be presented to a classification consultant for advisory review. Other provisions notwithstanding, no more than five (5) positions may be referred to a consultant per fiscal year except that any maintenance study done by a consultant shall not be included. B. The consultant's review shall be documented on forms supplied by the Superior Court and used by the Superior Court for documenting its classification decisions. C. The consultant shall have access to the organizational and classification files of the Superior Court Human Resources Department and shall have the right to conduct the classification study in the manner the consultant deems most appropriate. D. Any salary change for any employee resulting from a consultant's advisory recommendation shall be effective no sooner than the beginning of the pay period following the decision at Step 4 of the procedure described in Section 3., above. E. A consultant shall be chosen who has experience in conducting position classification analysis for local governmental agencies. The consultant will be chosen by a committee with an equal number of Superior Court and OCEA members. The cost of the consultant shall be shared equally by the Superior Court and OCEA.
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Review of Disputed Position Classification Decisions. A. If the Union does not agree with a position classification decision of the County after completion of Steps 3 and 4, above, the issue may be presented to a classification consultant for advisory review. Other provisions notwithstanding, no more than twenty-five (25) positions may be referred to a consultant per fiscal year pursuant to this Article, except that any maintenance study done by a consultant shall not be included. B. The consultant's review shall be documented on forms supplied by the County and used by the County for documenting its classification decisions. C. The consultant shall have access to the organizational and classification files of the County and shall have the right to conduct the classification study in the manner the consultant deems most appropriate. D. Any salary change for any employee resulting from a consultant's advisory recommendation shall be effective no sooner than the beginning of the pay period following the decision of the County at Step 4 of the procedure described in Section 3., above. E. A consultant shall be chosen who has experience in conducting position classification analyses for local governmental agencies. The consultant will be chosen by a committee with an equal number of County and Union members. The cost of the consultant shall be shared equally by the County and the Union. F. The appeal process set forth in this Section is the exclusive method under which classification decisions may be appealed. Consequently, at the conclusion of the process set out in this section, the matter shall be considered closed, and the employee and Teamsters Local 952 shall have no further remedy under this MOU, County ordinances, rules or procedures.
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Review of Disputed Position Classification Decisions. ‌ A. If the Union does not agree with a position classification decision of the County after completion of Steps 3 and 4, above, the issue may be presented to a classification consultant for advisory review. Other provisions notwithstanding, no more than twenty-five (25) positions may be referred to a consultant per fiscal year pursuant to this Article, except that any maintenance study done by a consultant shall not be included. B. The consultant's review shall be documented on forms supplied by the County and used by the County for documenting its classification decisions. C. The consultant shall have access to the organizational and classification files of the County and shall have the right to conduct the classification study in the manner the consultant deems most appropriate.
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Review of Disputed Position Classification Decisions. A. If the County does not respond at the end of the appropriate time period as specified in Section 3., Step 4 of this Article or OCEA does not agree with a position classification decision of the County after the steps in Section 2. or 3. of this Article have been followed, the issue may be presented to a classification consultant for advisory review. Other provisions notwithstanding, no more than fifty (50) positions may be referred to a consultant per fiscal year except that any maintenance study done by a consultant shall not be included. B. The consultant's review shall be documented on forms supplied by the County and used by the County for documenting its classification decisions. C. The consultant shall have access to the organizational and classification files of the Human Resources Department and shall have the right to conduct the classification study in the manner the consultant deems most appropriate. D. Any salary change for any employee resulting from a consultant's advisory recommendation shall be effective no sooner than the beginning of the pay period following the decision of the County at Step 4 of the procedure described in Section 3., above. E. A consultant shall be chosen who has experience in conducting position classification analyses for local governmental agencies. The consultant will be chosen by a committee with an equal number of County and OCEA members. The cost of the consultant shall be shared equally by the County and OCEA.
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Review of Disputed Position Classification Decisions. A. If the County does not respond at the end of one hundred twenty (120) days or if the Union does not agree with a position classification decision of the County, after the steps in Section 2. have been followed, the issue may be presented to a classification consultant for advisory review. Other provisions notwithstanding, no more than twenty-five (25) positions may be referred to a consultant per fiscal year. B. The consultant's review shall be documented on forms supplied by the County and used by the County for documenting its classification decisions. C. The consultant shall have access to the organizational and classification files of the Personnel Department and shall have the right to conduct the classification study in the manner the consultant deems most appropriate. D. Any salary change for any employee resulting from a consultant's advisory recommendation shall be effective no sooner than the beginning of the pay period following the decision of the County at Step 6 of the procedure described in Section 2., above. E. A consultant shall be chosen who has experience in conducting position classification analyses for local governmental agencies. The consultant will be chosen by a committee with an equal number of County and IUOE members. The cost of the consultant shall be shared equally by the County and IUOE.
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Review of Disputed Position Classification Decisions. A. If the County does not respond at the end of one hundred twenty (120) days or if the Union does not agree with a position classification decision of the County, after the steps in Section 2. have been followed, the issue may be presented to a classification consultant for advisory review. Other provisions notwithstanding, no more than twenty-five (25) positions may be referred to a consultant per fiscal year. B. The consultant's review shall be documented on forms supplied by the County and used by the County for documenting its classification decisions. C. The consultant shall have access to the organizational and classification files of the Human Resource ServicesPersonnel Department and shall have the right to conduct the classification study in the manner the consultant deems most appropriate. D. Any salary change for any employee resulting from a consultant's advisory recommendation shall be effective no sooner than the beginning of the pay period following the decision of the County at Step 6 of the procedure described in Section 2., above.
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Related to Review of Disputed Position Classification Decisions

  • Deadlock If the Directors become deadlocked and unable to take an action with respect to, or because of a lack of quorum at a duly called meeting fail to vote on or approve, any matter requiring the approval of the Board of Directors in accordance with Sections 5.4, 5.7 or otherwise (each matter, a “Disputed Matter”), then any Director appointed by a Founder Member Group may, within ten (10) days of such deadlock or relevant meeting, notify the other Directors that such Disputed Matter shall be voted on again by the Directors at a special meeting (the “Special Meeting”) that shall be held no later than ten (10) days following the date of such notification. The Directors shall use their commercially reasonable efforts to discuss the Disputed Matter on which the Directors have been unable to agree during the period preceding the Special Meeting and shall vote on such matter at the Special Meeting. If at the Special Meeting, the Directors are unable to come to agreement on the Disputed Matter, the Disputed Matter shall be referred to a senior member of management of each Founder Member Group (a “Senior Officer”). Each such Founder Member Group shall use commercially reasonable efforts to cause its Senior Officer to meet and engage in discussions on the Disputed Matter within twenty (20) days of the date of the Special Meeting (or within such shorter period of time as may be necessary to take the action that is the subject of the Disputed Matter or otherwise permit resolution of the Disputed Matter in a timely fashion). If the Senior Officers of the Founder Member Groups reach agreement on the Disputed Matter, any such agreement will be set forth in writing and will be binding for all purposes as an action of the Company approved by the Board as if the action approved in such agreement were approved by the Board directly in accordance with this Agreement. The Founder Member Groups shall direct the Directors designated by them to take all such actions as may reasonably be necessary to reflect such agreement, including adopting any ratifying or confirmatory resolutions. If the Senior Officers are unable to reach agreement on the Disputed Matter within thirty (30) days of the date of the Special Meeting, then the Disputed Matter shall be considered not approved by the Board.

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