Classification Reviews. 7.1 Where the Union or an employee considers that a position is not assigned to an appropriate benchmark, either of them may request the most current job description for the job and file a classification review request.
Classification Reviews. The procedures in this Article shall be the sole and exclusive method for settling any dispute concerning classification matters.
Classification Reviews. Classification reviews shall be conducted in the manner as outlined in the Treasury Board Procedures for Classification Reviews and Appeals.
Classification Reviews. An Employee or their Manager may request in writing to Human Resources that the allocation of their position be reviewed if the Employee or Manager considers the duties have materially changed since the allocation of the position. The Employee or Manager shall provide rationale for the request for review and Human Resources shall conduct an audit of the position and provide the results of the review and a decision on the allocation to the Employee and Manager not later than thirty (30) days from the receipt of the request.
Classification Reviews. When a position is reclassified from one existing class to another existing or new class with the same maximum salary, the salary and the anniversary date of the incumbent shall not change. If a position is reclassified to a class which has a higher maximum salary, the salary shall be adjusted in accordance with the promotional guidelines described above. If a position is reclassified to a class with a lower pay range, the salary of the incumbent shall not change. If such salary is greater than the maximum salary of the lower class, said salary may be designated a “Y” rate as provided in Section 7.3.14 below.
Classification Reviews. An Employee may at any time bring to management for review, changes that may have occurred to his existing job duties. The Employee/Union, may bring such issues forward to Liaison Committee.
Classification Reviews. An employee who claims his/her assigned job is improperly classified and that he/she should be properly classified to another classification named in Schedule B, may present a request for review in writing to the Joint Job Evaluation Committee, c/o the Department of Human Resources. The written request may be in the form of a new completed questionnaire, or alternately, must specify the classification claimed by the employee to be inappropriate together with those individual job factors which are being contested and the substantive basis on which the claim is advanced. Any changes from the original questionnaire should be included. The employee may also request to give a brief verbal submission to the Joint Job Evaluation Committee on the date of the joint review. The Joint Job Evaluation Committee will consider and render a decision on the request for re-classification at the following scheduled monthly meeting. The Committee will review the whole job, not just individual factors. Should the Committee make a change to a job factor, all other comparator positions will be reviewed to ensure pay equity compliance. The decision of the Joint Job Evaluation Committee will be communicated by the Department of Human Resources to the employee and the Local President, or designate, within fifteen (15) days of that meeting. The Joint Job Evaluation Committee shall be under no obligation to accept or respond to more than one (1) request for review of the same position within any twelve (12) month period. Should the committee agree on a change in a job evaluation, the effective date of such change will be the date that the appeal is received in DHR. Over a 5-year period, a rotation schedule will be jointly created for the maintenance of all jobs not reviewed by the Joint Job Evaluation Committee.
Classification Reviews. The State shall establish a joint labor management committee consisting of three (3) representatives from SEIU Local 1000 and three (3) representatives from management to explore two (2) class specifications or specification series. SEIU Local 1000 representatives on the committee shall serve without loss of compensation. The State and SEIU Local 1000 mutually agree the committee will focus solely on class definition, typical tasks, and minimum qualifications of the class specification. The parties also agree the classification committee shall not be used as a forum for discussion of salary-related issues. SEIU Local 1000 may initiate discussions on classifications to be addressed by the committee by providing to the State relevant data and justification that indicate changes may be needed in the specification or specification series. The joint labor management committee shall complete one classification review prior to the commencement of a committee to address a subsequent classification review. It is the intent of the parties to compete the classification reviews prior to the expiration of this contract; however, the primary goal of each committee is to ensure the review undertaken results in an accurate classification specification. The State and SEIU Local 1000 recognize that classification proposals reflecting recommendations developed by the committee require approval by the CalHR and SPB. This section is not subject to the grievance and arbitration procedure of this agreement.
Classification Reviews. An employee whose position has not previously been analyzed for reclassification, or whose duties have significantly changed, may apply for reclassification by submitting a request to his/her Department head.
Classification Reviews. 41.1 - Employees covered by the Scientific Career Plan may request reconsideration of results of a research panel evaluation. A new evaluation shall be scheduled as soon as possible. A new Panel Chair and new panel members shall be used.
