Common use of Alternate Staffing Clause in Contracts

Alternate Staffing. Alternate staffing is defined as the budgeting of a position at more than one (1) classification level within a job series. Employees filling alternately staffed positions may be assigned duties at any of the classification levels of the position and shall be eligible for promotion when performing fully satisfactorily at the higher level in the judgment of the Department. Classifications which are alternately staffed include those listed below. Additional classifications may be established as alternately staffed by mutual agreement. Only positions budgeted at the level in the first (1st) column are alternately staffed at the level in the second (2nd) column. Building Inspector II Building Inspector I Building Inspector III Building Inspector II Deputy Fire Marshal, Senior Deputy Fire Marshal Fire Inspector II Fire Inspector I Natural Resources Specialist III Natural Resources Specialist II Natural Resources Specialist II Natural Resources Specialist I Office Assistant II Office Assistant I Office Assistant III Office Assistant II Permit Technician Assistant Permit Technician Planner II Planner I Planner III Planner II Plans Examiner, Senior Plans Examiner Wastewater Maintenance Technician II Wastewater Maintenance Technician I Wastewater Operator II Wastewater Operator I Wastewater Operator III Wastewater Operator II 7.2.1 Job classifications shall be defined by the current class description for each of the job class titles covered by this Agreement. The County may revise and update classifications to reflect current duties and qualifications for each classification. The Union shall be provided notice of any changes other than those, which are editorial or cosmetic in nature and afforded the opportunity to bargain the effects of the change with respect to mandatory subjects of bargaining. Job descriptions for all job classifications shall be continuously available to employees on the LAN, Intranet and website. 7.2.2 Employees who believe they are misclassified or have been assigned work outside of their current classification must notify their Supervisor or Manager in writing. If the department agrees that a reclassification is appropriate the Supervisor or Manager will request a study of the position(s) by Human Resources. If the employee's department disagrees with the request, they shall so notify the employee in writing within thirty (30) days. If the employee still disagrees, they may appeal the decision to the Human Resources Department. The Human Resources Department will notify the employee within sixty (60) days as to whether the position warrants study and an anticipated date for study. The effective date of any change will be the date of the adoption of the study or the beginning of the seventh (7th) month following receipt of the official request by the Human Resources Department, if the study has not been completed within six (6) months. 7.2.3 When a position is reclassified, the incumbent shall be continued in the position when the following criteria are met: a. The change in duties evolved over a period of time, generally six (6) months or longer (versus occurring instantaneously, such as via reorganization) and; b. The incumbent has occupied the position and has performed substantially all the duties of the new classification for six (6) months and; c. The incumbent meets all of the published minimum requirements of the new classification.