Common use of Changes in Classification Clause in Contracts

Changes in Classification. 6 (1) When, in the judgment of the Association, a position or group of positions in the 7 bargaining unit are improperly classified because of changes in the duties or 8 responsibilities, the Association shall submit its recommendations for 9 reclassification in writing to the Director of Human Resources. All requests shall 10 include an updated position description, detailed information regarding the duties 11 assigned to the position, a summary of the change in duties and other pertinent 12 information in a format designated by the Director of Human Resources. The 13 Director of Human Resources shall review the duties assigned to the position as 14 well as any other information provided and submit a recommendation to the 15 Association. 16 (2) In the event the Association concurs with the recommendations of the Director of 17 Human Resources to reclassify a position, the recommendation shall be included 18 on a report distributed to all County Board Supervisors. 19 (3) In the event the Association does not concur with the recommendation of the 20 Director of Human Resources, both parties may request or provide such additional 21 information as may clarify the appropriate classification for the position. After 22 reviewing the additional information, if both parties concur that a reclassification 23 is appropriate, the recommendation of the Director of Human Resources shall be 24 included in a report distributed to all County Board Supervisors. 25 (4) In the event the Association and the Director of Human Resources cannot agree 26 on the appropriate classification for an existing position, either party may appeal 27 to the Personnel Committee within thirty (30) days of receiving notice of the 28 Director of Human Resources final recommendation. Both parties shall submit a 29 written summary of the rationale for their opinion to the Personnel Committee as 30 well as any other information deemed appropriate. The decision of the County 31 Board on the Personnel Committee recommendation, subject to review by the 1 County Executive, shall be final and if a change in classification is approved, it 2 shall be implemented the first day of the pay period following that in which a 3 resolution adopted by the County Board has been approved by the County Executive. 4 (5) Monthly while a reclassification is pending, the Director of Human Resources 5 shall provide a report to the Personnel Committee, which lists all position 6 reclassifications, which the Director intends to approve, along with a fiscal note 7 for each. This report shall be distributed to all County Supervisors and placed on 8 the Personnel Committee agenda for informational purposes. If a County 9 Supervisor objects to the decision of the Director of Human Resources within 10 seven working days of receiving this report, the reclassification shall be held in 11 abeyance until resolved by the County Board upon recommendation of the 12 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objects, the reclassification shall be implemented the first day of the 14 first pay period following the meeting of the Personnel Committee and in 15 compliance with collective bargaining agreements. In the event the County Board 16 takes no action on a reclassification, after receipt of a recommendation from the 17 Personnel Committee, the reclassification shall be implemented the first day of 18 the first pay period following action by the County Executive or, in the event of a 19 veto, final County Board action. 20 (6) The Director of the Department of Human Resources or the department head shall 21 not be precluded from initiating a review of the classification of any represented 22 position if he/she feels such a review is appropriate. 23‌

Changes in Classification. 6 (1) When, 7.3.1 All requests from individual employees in the judgment of the Association, a position or group of positions in the 7 bargaining unit are improperly classified because of changes in the duties for job reclassification or 8 responsibilities, the Association shall submit its recommendations for 9 reclassification in writing job evaluation will be directed to the Director of Human ResourcesResources and the Chapter President along with the necessary forms. Reclassification requests will be processed in a reclassification hearing. The hearing is an opportunity for employees who have filed for the reclassification to present their rationale for reclassification and to answer clarifying questions from the reclassification committee. Reclassification hearings are held three times per year; the hearings will be scheduled in October, February and May, no sooner than the 10th work day of each respective month. Employees need to submit the forms to human resources no later than the end of the first business day of the month of the hearing. The reclassification committee will be made up of District and OSEA members. All such requests shall 10 include an updated position description, detailed information regarding the duties 11 assigned to the position, a summary will be acknowledged within ten (10) working days of the change in duties and other pertinent 12 information in a format designated by receipt of the Director of Human Resourcesrequest. The 13 Director superintendent or their designee shall identify the administrators or supervisors who will represent the district during the hearing. The chapter executive board shall appoint the classified employees and an OSEA representative who will represent the Union in the hearing. The District and the Chapter will discuss the reclassification request at the end of Human Resources shall review the duties assigned to the position as 14 well as any other information provided hearing and submit will make a recommendation to the 15 Association. 16 (2) In Superintendent. Following the event the Association concurs with the recommendations of the Director of 17 Human Resources to reclassify a positionreclassification hearing, the recommendation answer shall be included 18 on a report distributed to all County Board Supervisors. 19 (3) In forthcoming from the event the Association does not concur with the recommendation of the 20 Director of Human Resources, both parties may request superintendent or provide such additional 21 information as may clarify the appropriate classification for the position. After 22 reviewing the additional information, if both parties concur that a reclassification 23 is appropriate, the recommendation of the Director of Human Resources shall be 24 included in a report distributed to all County Board Supervisors. 25 (4) In the event the Association and the Director of Human Resources cannot agree 26 on the appropriate classification for an existing position, either party may appeal 27 to the Personnel Committee designee within thirty (30) days of receiving notice of working days. If the 28 Director of Human Resources final recommendation. Both parties employee is reclassified, the increase shall submit a 29 written summary of take effect the rationale for their opinion to the Personnel Committee as 30 well as any other information deemed appropriate. The decision of the County 31 Board on the Personnel Committee recommendation, subject to review by the 1 County Executive, shall be final and if a change in classification is approved, it 2 shall be implemented the first 1st day of the pay period following that month in which the employee was reclassified. Prior to the District making any changes of placement of any position on the salary schedule, this change will be brought to the Chapter’s attention and discussed. When an employee is reclassified to a 3 resolution adopted by higher range, their new step placement shall be according to Article 13.4 unless the County Board has been approved by reclassification is market driven in which case the County Executiveemployee will be placed on their current step in the new classification. However, the committee could agree to recommend a higher step placement based upon the employee’s experience, skills and abilities. If the District makes a unilateral reclassification, the District shall provide an official notice to the Chapter President of OSEA Chapter 44 and the Field Representative. OSEA Chapter 44 reserves the right to demand to bargain the reclassification under the provisions of ORS 243.698. New or updated job descriptions shall be provided to all affected employees within ten (10) work days of the changes to the job description. 4 7.3.2 Employee positions with similar duties will be placed in Wage/Salary groups (5or classes) Monthly while as indicated in this Agreement. If the Association, after reviewing such changes, feels the changes or wages are not proper, such changes then would be subject to the Collective Bargaining Act, ORS 243.650 et al. 7.3.3 The District will inform the Association whenever the duties being performed by an employee in any position change, making an allocation of the position to another more appropriate position. 7.3.4 The District will inform the Association if the duties being performed by an employee in any position change in a reclassification manner that no class specified in the Agreement is pendingappropriate based on common practice, and the new position, wages and hours will be negotiated. 7.3.5 Bargaining between the District and the Association over changes in Wage/Salary during the term of the contract will be subject to expedited bargaining (90 days) under the provisions of ORS 243.698. 7.3.6 All current classified job descriptions shall be made readily available on the District’s website. 7.3.7 When the District makes changes to a job description, the Director of Human Resources 5 District shall provide a report copy of the previous and new job descriptions to the Personnel Committeechapter president. The previous description will be marked-up so the changes are readily recognizable. The District needs to provide these changes, which lists all position 6 reclassifications, which even when they have concluded the Director intends changes do not obligate them to approve, along with a fiscal note 7 for each. This report shall be distributed to all County Supervisors and placed on 8 bargain the Personnel Committee agenda for informational purposes. If a County 9 Supervisor objects to the decision of the Director of Human Resources within 10 seven working days of receiving this report, the reclassification shall be held in 11 abeyance until resolved by the County Board upon recommendation of the 12 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objects, the reclassification shall be implemented the first day of the 14 first pay period following the meeting of the Personnel Committee and in 15 compliance with collective bargaining agreements. In the event the County Board 16 takes no action on a reclassification, after receipt of a recommendation from the 17 Personnel Committee, the reclassification shall be implemented the first day of 18 the first pay period following action by the County Executive or, in the event of a 19 veto, final County Board actionwage placement. 20 (6) The Director of the Department of Human Resources or the department head shall 21 not be precluded from initiating a review of the classification of any represented 22 position if he/she feels such a review is appropriate. 23‌

Changes in Classification. 6 (1) When, in the judgment of the AssociationAssociation or the County, a position or group of positions in the 7 bargaining unit are is improperly classified because of changes in the duties or 8 responsibilities, the Association or County shall submit its recommendations for 9 reclassification in writing to the Director of the Department of Human Resources. All requests shall 10 include an updated position description, detailed information regarding the duties 11 assigned to the position, a summary of the change in duties and other pertinent 12 information in a format designated by the Director of Human Resources. The 13 Director of Human Resources shall review the duties assigned to the position as 14 well as any other information provided and submit a recommendation to the 15 Association. 16 (2) In the event the Association concurs with the recommendations of the Director of 17 Human Resources to reclassify a position, the recommendation recommendations shall be included 18 on in a report distributed to all County Board Supervisors. 19 (3) In the event the Association does not concur with the recommendation of the 20 Director of Human Resources, both parties may request or provide such additional 21 information as may clarify the appropriate classification for the position. After 22 reviewing the additional information, if both parties concur that a reclassification 23 is appropriate, ; the recommendation of the Director of Human Resources shall be 24 included in a report distributed to all County Board Supervisors. 25 (4) In the event the Association and the Director of Human Resources cannot agree 26 on the appropriate classification for an existing position, either party may appeal 27 to the Personnel Committee within thirty (30) days 30 day of receiving notice of the 28 Director of Human Resources final recommendation. Both parties shall submit a 29 written summary of the rationale for their opinion to the Personnel Committee as 30 well as any other information deemed appropriate. The decision of the County 31 Board on the Personnel Committee recommendation, subject to review by the 1 County Executive, shall be final and if a change in classification is approved, it 2 shall be implemented the first day of the pay period following that in which a 3 resolution adopted by the County Board has been approved by the County Executive. 4 (5) Monthly Monthly, while a reclassification is pending, the Director of Human Resources 5 shall provide a report to the Personnel Committee, Committee which lists all position 6 reclassifications, reclassification which the Director intends to approve, along with a fiscal note 7 for each. This report shall be distributed to all County Supervisors and placed on 8 the Personnel Committee agenda for informational purposes. If a County 9 Supervisor objects to the decision of the Director of Human Resources within 10 seven working days of receiving this report, the reclassification shall be held in 11 abeyance until resolved by the County Board upon recommendation of the 12 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objectsSupervisors object, the reclassification shall be implemented the first day of the 14 first pay period following the meeting of the Personnel Committee and in 15 compliance with collective bargaining agreements. In the event the County Board 16 takes no action on a reclassification, after receipt of a recommendation from the 17 Personnel Committee, the reclassification shall be implemented the first day of 18 the first pay period following action by the County Executive or, in the event of a 19 veto, final County Board action. 20 (6) The new rate of pay for the position reclassified shall be effective 120 days from the date of the request for reclassification or upon the effective date of the reclassification, whichever is less, except in instances where the position is reclassified to a classification in a lower pay range the provisions of Chapter 17 of the County Ordinances shall apply. (7) The Director of the Department of Human Resources or the department head shall 21 not be precluded from initiating a review of the classification of any represented 22 position if he/she feels such a review is appropriate. 23‌.

Changes in Classification. 6 9 (1) When, in the judgment of the AssociationAssociation or the County, a position or group of 10 positions in the 7 bargaining unit are is improperly classified because of changes in 11 the duties or 8 responsibilities, the Association or County shall submit its 12 recommendations for 9 reclassification in writing to the Director of the 13 Department of Human Resources. All requests shall 10 include an updated 14 position description, detailed information regarding the duties 11 assigned to the 15 position, a summary of the change in duties and other pertinent 12 information in 16 a format designated by the Director of Human Resources. The 13 Director of 17 Human Resources shall review the duties assigned to the position as 14 well as 18 any other information provided and submit a recommendation to the 15 19 Association. 16 20 (2) In the event the Association concurs with the recommendations of the Director 21 of 17 Human Resources to reclassify a position, the recommendation recommendations shall be 22 included 18 on in a report distributed to all County Board Supervisors. 19 23 (3) In the event the Association does not concur with the recommendation of the 20 24 Director of Human Resources, both parties may request or provide such 25 additional 21 information as may clarify the appropriate classification for the 26 position. After 22 reviewing the additional information, if both parties concur that 27 a reclassification 23 is appropriate, the recommendation of the Director of Human 28 Resources shall be 24 included in a report distributed to all County Board 29 Supervisors. 25 30 (4) In the event the Association and the Director of Human Resources cannot 1 agree 26 on the appropriate classification for an existing position, either party may 2 appeal 27 to the Personnel Committee within thirty (30) days 30 day of receiving notice of the 28 3 Director of Human Resources final recommendation. Both parties shall submit 4 a 29 written summary of the rationale for their opinion to the Personnel 5 Committee as 30 well as any other information deemed appropriate. The decision 6 of the County 31 Board on the Personnel Committee recommendation, subject to 7 review by the 1 County Executive, shall be final and if a change in classification 8 is approved, it 2 shall be implemented the first day of the pay period following 9 that in which a 3 resolution adopted by the County Board has been approved by 10 the County Executive. 4 11 (5) Monthly Monthly, while a reclassification is pending, the Director of Human Resources 5 12 shall provide a report to the Personnel Committee, Committee which lists all position 6 reclassifications, 13 reclassification which the Director intends to approve, along with a fiscal note 7 14 for each. This report shall be distributed to all County Supervisors and placed 15 on 8 the Personnel Committee agenda for informational purposes. If a County 9 16 Supervisor objects to the decision of the Director of Human Resources within 10 17 seven working days of receiving this report, the reclassification shall be held in 11 18 abeyance until resolved by the County Board upon recommendation of the 12 19 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objects20 Supervisors object, the reclassification shall be implemented the first day of 21 the 14 first pay period following the meeting of the Personnel Committee and in 15 22 compliance with collective bargaining agreements. In the event the County 23 Board 16 takes no action on a reclassification, after receipt of a recommendation 24 from the 17 Personnel Committee, the reclassification shall be implemented the 25 first day of 18 the first pay period following action by the County Executive or, in 26 the event of a 19 veto, final County Board action. 20 27 (6) The Director new rate of pay for the position reclassified shall be effective 120 days 28 from the date of the Department of Human Resources request for reclassification or upon the department head shall 21 not be precluded from initiating a review effective date of the 29 reclassification, whichever is less, except in instances where the position is 30 reclassified to a classification in a lower pay range the provisions of any represented 22 position if he/she feels such a review is appropriate. 23‌Chapter

Changes in Classification. 6 (a) When the duties of any position are changed or increased, or where the position is felt by the Employer to be incorrectly classified, any of the Parties may submit a request to the Human Resources Department to review the position and its classification. The Human Resources Department shall conduct a review and evaluation of the position and advise the requester(s) in writing of its decision within forty-five (45) days of the receipt of the request. (1) When, in Where the judgment requester(s) are not satisfied with the decision of the AssociationHuman Resources Department per 27.3(a) above, a position or group of positions in the 7 bargaining unit are improperly classified because of changes in the duties or 8 responsibilities, the Association shall submit its recommendations for 9 reclassification in writing an appeal may be submitted to the Director of Human Resources. All requests shall 10 include an updated position description, detailed information regarding the duties 11 assigned to the position, a summary of the change in duties and other pertinent 12 information Joint Job Evaluation Committee in a prescribed format designated by the Director of Human Resources. The 13 Director of Human Resources shall review the duties assigned to the position as 14 well as any other information provided and submit a recommendation to the 15 Association. 16 (2) In the event the Association concurs with the recommendations of the Director of 17 Human Resources to reclassify a position, the recommendation shall be included 18 on a report distributed to all County Board Supervisors. 19 (3) In the event the Association does not concur with the recommendation of the 20 Director of Human Resources, both parties may request or provide such additional 21 information as may clarify the appropriate classification for the position. After 22 reviewing the additional information, if both parties concur that a reclassification 23 appeal is appropriate, the recommendation of the Director of Human Resources shall be 24 included in a report distributed to all County Board Supervisors. 25 (4) In the event the Association and the Director of Human Resources cannot agree 26 on the appropriate classification for an existing position, either party may appeal 27 to the Personnel Committee made within thirty (30) days of receiving notice receipt of the 28 Director of Human Resources final recommendationdecision per 27.3(a) above. (2) The Employee and the supervisor will be interviewed by the Joint Job Evaluation Committee. Both parties shall submit a 29 written summary When the supervisor is included in the bargaining unit, the Joint Job Evaluation Committee may interview the manager and the supervisor of the Employee. (3) Within sixty (60) working days after the date of his/her appeal, the Employee will be notified by letter of the disposition of his/her case. (4) The Committee shall send a copy of its rationale for their opinion to the Personnel supervisor and the Employee along with the disposition letter and a copy of an approved job description. (5) If the Joint Committee as 30 well as any other information deemed appropriate. The is unable to agree on a classification for the job in question, and/or classification date, such dispute may be submitted to the grievance procedure commencing at Step 3. (c) If the Employee is not satisfied with the appeal decision of the County 31 Board on Joint Committee, he/she may request the Personnel Committee recommendation, subject Union to review by submit the 1 County Executive, shall be final and if a change in classification matter to the grievance procedure at Step 3 provided this is approved, it 2 shall be implemented the first day done within thirty (30) days of the pay period following that in which a 3 resolution adopted by the County Board has been approved by the County Executive. 4 (5) Monthly while a reclassification is pending, the Director receipt of Human Resources 5 shall provide a report to the Personnel Committee, which lists all position 6 reclassifications, which the Director intends to approve, along with a fiscal note 7 for each. This report shall be distributed to all County Supervisors and placed on 8 the Personnel Committee agenda for informational purposes. If a County 9 Supervisor objects to the decision of the Director Joint Committee. (d) A salary increase which is due to the reclassification of a position will be retroactive to the date of the original request. (e) If a job is reclassified due to future plans to change or increase the duties, an appropriate date for the increase shall be set by mutual agreement. (f) If a new job description is established as a result of the Human Resources within 10 seven working days of receiving this reportDepartment or the Joint Job Evaluation Committee’s review the classification grouping shall be subject to negotiations between the Employer and the Union. Where agreement cannot be obtained, the reclassification shall issue will be held in 11 abeyance until resolved by the County Board upon recommendation of the 12 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objects, the reclassification shall be implemented the first day of the 14 first pay period following the meeting of the Personnel Committee and in 15 compliance with collective bargaining agreements. In the event the County Board 16 takes no action on a reclassification, after receipt of a recommendation from the 17 Personnel Committee, the reclassification shall be implemented the first day of 18 the first pay period following action by the County Executive or, in the event of a 19 veto, final County Board actionreferred to arbitration. 20 (6g) The Director of the Department of Human Resources or the department head No Employee shall 21 not be precluded from initiating a review of the classification have his/her wages reduced because of any represented 22 position if he/she feels such a review is appropriate. 23‌job evaluation program.

Changes in Classification. 6 2 (1) When, in the judgment of the Association, a position or group of positions in the 7 3 bargaining unit are improperly classified because of changes in the duties or 8 4 responsibilities, the Association shall submit its recommendations for 9 5 reclassification in writing to the Director of Human Resources. All requests shall 10 6 include an updated position description, detailed information regarding the duties 11 7 assigned to the position, a summary of the change in duties and other pertinent 12 8 information in a format designated by the Director of Human Resources. The 13 9 Director of Human Resources shall review the duties assigned to the position as 14 10 well as any other information provided and submit a recommendation to the 15 11 Association. 16 12 (2) In the event the Association concurs with the recommendations of the Director of 17 13 Human Resources to reclassify a position, the recommendation shall be included 18 14 on a report distributed to all County Board Supervisors. 19 15 (3) In the event the Association does not concur with the recommendation of the 20 16 Director of Human Resources, both parties may request or provide such additional 21 17 information as may clarify the appropriate classification for the position. After 22 18 reviewing the additional information, if both parties concur that a reclassification 23 19 is appropriate, the recommendation of the Director of Human Resources shall be 24 20 included in a report distributed to all County Board Supervisors. 25 21 (4) In the event the Association and the Director of Human Resources cannot agree 26 22 on the appropriate classification for an existing position, either party may appeal 27 23 to the Personnel Committee within thirty (30) days of receiving notice of the 28 24 Director of Human Resources final recommendation. Both parties shall submit a 29 25 written summary of the rationale for their opinion to the Personnel Committee as 30 26 well as any other information deemed appropriate. The decision of the County 31 27 Board on the Personnel Committee recommendation, subject to review by the 1 28 County Executive, shall be final and if a change in classification is approved, it 2 29 shall be implemented the first day of the pay period following that in which a 3 30 resolution adopted by the County Board has been approved by the County Executive. 4 (5) Monthly while a reclassification is pending, the Director of Human Resources 5 shall provide a report to the Personnel Committee, which lists all position 6 reclassifications, which the Director intends to approve, along with a fiscal note 7 for each. This report shall be distributed to all County Supervisors and placed on 8 the Personnel Committee agenda for informational purposes. If a County 9 Supervisor objects to the decision of the Director of Human Resources within 10 seven working days of receiving this report, the reclassification shall be held in 11 abeyance until resolved by the County Board upon recommendation of the 12 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objects, the reclassification shall be implemented the first day of the 14 first pay period following the meeting of the Personnel Committee and in 15 compliance with collective bargaining agreements. In the event the County Board 16 takes no action on a reclassification, after receipt of a recommendation from the 17 Personnel Committee, the reclassification shall be implemented the first day of 18 the first pay period following action by the County Executive or, in the event of a 19 veto, final County Board action. 20 (6) The Director of the Department of Human Resources or the department head shall 21 not be precluded from initiating a review of the classification of any represented 22 position if he/she feels such a review is appropriate. 23‌County

Changes in Classification. 6 2 (1) When, in the judgment of the AssociationAssociation or the County, a position or group of 3 positions in the 7 bargaining unit are is improperly classified because of changes in 4 the duties or 8 responsibilities, the Association or County shall submit its 5 recommendations for 9 reclassification in writing to the Director of the 6 Department of Human Resources. All requests shall 10 include an updated 7 position description, detailed information regarding the duties 11 assigned to the 8 position, a summary of the change in duties and other pertinent 12 information in 9 a format designated by the Director of Human Resources. The 13 Director of 10 Human Resources shall review the duties assigned to the position as 14 well as 11 any other information provided and submit a recommendation to the 15 12 Association. 16 13 (2) In the event the Association concurs with the recommendations of the Director 14 of 17 Human Resources to reclassify a position, the recommendation recommendations shall be 15 included 18 on in a report distributed to all County Board Supervisors. 19 16 (3) In the event the Association does not concur with the recommendation of the 20 17 Director of Human Resources, both parties may request or provide such 18 additional 21 information as may clarify the appropriate classification for the 19 position. After 22 reviewing the additional information, if both parties concur that 20 a reclassification 23 is appropriate, the recommendation of the Director of Human 21 Resources shall be 24 included in a report distributed to all County Board 22 Supervisors. 25 23 (4) In the event the Association and the Director of Human Resources cannot 24 agree 26 on the appropriate classification for an existing position, either party may 25 appeal 27 to the Personnel Committee within thirty (30) days 30 day of receiving notice of the 28 26 Director of Human Resources final recommendation. Both parties shall submit 27 a 29 written summary of the rationale for their opinion to the Personnel 28 Committee as 30 well as any other information deemed appropriate. The decision 29 of the County 31 Board on the Personnel Committee recommendation, subject to 30 review by the 1 County Executive, shall be final and if a change in classification 1 is approved, it 2 shall be implemented the first day of the pay period following 2 that in which a 3 resolution adopted by the County Board has been approved by 3 the County Executive. 4 (5) Monthly Monthly, while a reclassification is pending, the Director of Human Resources 5 shall provide a report to the Personnel Committee, Committee which lists all position 6 reclassifications, reclassification which the Director intends to approve, along with a fiscal note 7 for each. This report shall be distributed to all County Supervisors and placed 8 on 8 the Personnel Committee agenda for informational purposes. If a County 9 Supervisor objects to the decision of the Director of Human Resources within 10 seven working days of receiving this report, the reclassification shall be held in 11 abeyance until resolved by the County Board upon recommendation of the 12 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objectsSupervisors object, the reclassification shall be implemented the first day of 14 the 14 first pay period following the meeting of the Personnel Committee and in 15 compliance with collective bargaining agreements. In the event the County 16 Board 16 takes no action on a reclassification, after receipt of a recommendation 17 from the 17 Personnel Committee, the reclassification shall be implemented the 18 first day of 18 the first pay period following action by the County Executive or, in 19 the event of a 19 veto, final County Board action. 20 (6) The new rate of pay for the position reclassified shall be effective 120 days 21 from the date of the request for reclassification or upon the effective date of the 22 reclassification, whichever is less, except in instances where the position is 23 reclassified to a classification in a lower pay range the provisions of Chapter 24 17 of the County Ordinances shall apply. 25 (7) The Director of the Department of Human Resources or the department head 26 shall 21 not be precluded from initiating a review of the classification of any 27 represented 22 position if he/she feels such a review is appropriate. 23‌.

Changes in Classification. 6 10 (1) When, in the judgment of the AssociationFederation, a position or group of positions in the 7 11 bargaining unit are is improperly classified because of changes in the duties or 8 12 responsibilities, the Association Federation shall submit its recommendations for 9 reclassification in 13 writing to the Director of the Department of Human Resources. All requests shall 10 14 include an updated position description, detailed information regarding the duties 11 15 assigned to the position, a summary of the change in duties and other pertinent 12 16 information in a format designated by the Director of Human Resources. The 13 Director of 17 Human Resources shall review the duties assigned to the position as 14 well as any other 18 information provided and submit a recommendation to the 15 AssociationUnion. 16 19 (2) In the event the Association Union concurs with the recommendations of the Director of 17 Human 20 Resources to reclassify a position, the recommendation shall be included 18 on in a report 21 distributed to all County Board Supervisors. 19 22 (3) In the event the Association Union does not concur with the recommendation of the 20 Director of 23 Human Resources, both parties may request or provide such additional 21 information as 24 may clarify the appropriate classification for the position. After 22 reviewing the additional 25 information, if both parties concur that a reclassification 23 is appropriate, the 26 recommendation of the Director of Human Resources shall be 24 included in a report 27 distributed to all County Board Supervisors. 25 28 (4) In the event the Association Union and the Director of Human Resources cannot agree 26 on the 29 appropriate classification for an existing position, either party may appeal 27 to the 30 Personnel Committee within thirty (30) 30 days of receiving notice of the 28 Director of Human 31 Resources final recommendationrecommendations. Both parties shall submit a 29 written summary of the 32 rationale for their opinion to the Personnel Committee as 30 well as any other information 33 deemed appropriate. The decision of the County 31 Board on the Personnel Committee 1 recommendation, subject to review by the 1 County Executive, shall be final and if a 2 change in classification is approved, it 2 shall be implemented the first day of the pay 3 period following that in which a 3 resolution adopted by the County Board has been 4 approved by the County Executive. 4 5 (5) Monthly while a reclassification is pending, the Director of Human Resources 5 shall 6 provide a report to the Personnel Committee, Committee which lists all position 6 reclassifications, reclassification 7 which the Director intends to approve, along with a fiscal note 7 for each. This report shall 8 be distributed to all County Supervisors and placed on 8 the Personnel Committee agenda 9 for informational purposes. If a County 9 Supervisor objects to the decision of the Director 10 of Human Resources within 10 seven working days of receiving this report, the 11 reclassification shall be held in 11 abeyance until resolved by the County Board upon 12 recommendation of the 12 Personnel Committee, and subsequent County Executive action. 13 If no County 13 Supervisor objects, the reclassification shall be implemented the first day of 14 the 14 first pay period following the meeting of the Personnel Committee and in compliance 15 compliance with collective bargaining agreements. In the event the County Board 16 takes no action on 16 a reclassification, after receipt of a recommendation from the 17 Personnel Committee, the 17 reclassification shall be implemented the first day of 18 the first pay period following action 18 by the County Executive or, in the event of a 19 veto, final County Board action. 20 19 (6) The new rate of pay for the position reclassified shall be effective 120 days from the date 20 of the request for reclassification or upon the effective date of the reclassification, 21 whichever is less, except in instances where the position is reclassified to a classification 22 in a lower pay range the provisions of Chapter 17 of the County Ordinances shall apply. 23 (7) The Director of the Department of Human Resources or the department head shall 21 not be 24 precluded from initiating a review of the classification of any represented 22 position if 25 he/she feels such a review is appropriate. 23‌26

Changes in Classification. 6 (a) When the duties of any position are changed or increased, or where the position is felt by the Employer to be incorrectly classified, any of the Parties may submit a request to the Human Resources Department to review the position and its classification. The Human Resources Department shall conduct a review and evaluation of the position and advise the requester(s) in writing of its decision within forty-five (45) days of the receipt of the request. (1) When, in Where the judgment requester(s) are not satisfied with the decision of the AssociationHuman Resources Department per 27.3(a) above, a position or group of positions in the 7 bargaining unit are improperly classified because of changes in the duties or 8 responsibilities, the Association shall submit its recommendations for 9 reclassification in writing an appeal may be submitted to the Director of Human Resources. All requests shall 10 include an updated position description, detailed information regarding the duties 11 assigned to the position, a summary of the change in duties and other pertinent 12 information Joint Job Evaluation Committee in a prescribed format designated by the Director of Human Resources. The 13 Director of Human Resources shall review the duties assigned to the position as 14 well as any other information provided and submit a recommendation to the 15 Association. 16 (2) In the event the Association concurs with the recommendations of the Director of 17 Human Resources to reclassify a position, the recommendation shall be included 18 on a report distributed to all County Board Supervisors. 19 (3) In the event the Association does not concur with the recommendation of the 20 Director of Human Resources, both parties may request or provide such additional 21 information as may clarify the appropriate classification for the position. After 22 reviewing the additional information, if both parties concur that a reclassification 23 appeal is appropriate, the recommendation of the Director of Human Resources shall be 24 included in a report distributed to all County Board Supervisors. 25 (4) In the event the Association and the Director of Human Resources cannot agree 26 on the appropriate classification for an existing position, either party may appeal 27 to the Personnel Committee made within thirty (30) days of receiving notice receipt of the 28 Director of Human Resources final recommendationdecision per 27.3(a) above. (2) The Employee and the supervisor will be interviewed by the Joint Job Evaluation Committee. Both parties shall submit a 29 written summary When the supervisor is included in the bargaining unit, the Joint Job Evaluation Committee may interview the manager and the supervisor of the Employee. (3) Within sixty (60) working days after the date of his/her appeal, the Employee will be notified by letter of the disposition of his/her case. (4) The Committee shall send a copy of its rationale for their opinion to the Personnel supervisor and the Employee along with the disposition letter and a copy of an approved job description. (5) If the Joint Committee as 30 well as any other information deemed appropriate. The is unable to agree on a classification for the job in question, and/or classification date, such dispute may be submitted to the grievance procedure commencing at Step 3. (c) If the Employee is not satisfied with the appeal decision of the County 31 Board on Joint Committee, he/she may request the Personnel Committee recommendation, subject Union to review by submit the 1 County Executive, shall be final and if a change in classification matter to the grievance procedure at Step 3 provided this is approved, it 2 shall be implemented the first day done within thirty (30) days of the pay period following that in which a 3 resolution adopted by the County Board has been approved by the County Executive. 4 (5) Monthly while a reclassification is pending, the Director receipt of Human Resources 5 shall provide a report to the Personnel Committee, which lists all position 6 reclassifications, which the Director intends to approve, along with a fiscal note 7 for each. This report shall be distributed to all County Supervisors and placed on 8 the Personnel Committee agenda for informational purposes. If a County 9 Supervisor objects to the decision of the Director Joint Committee. (d) A salary increase which is due to the reclassification of a position will be retroactive to the date of the original request. (e) If a job is reclassified due to future plans to change or increase the duties, an appropriate date for the increase shall be set by mutual agreement. (f) If a new job description is established as a result of the Human Resources within 10 seven working days of receiving this reportDepartment or the Joint Job Evaluation Committee's review the classification grouping shall be subject to negotiations between the Employer and the Union. Where agreement cannot be obtained, the reclassification shall issue will be held in 11 abeyance until resolved by the County Board upon recommendation of the 12 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objects, the reclassification shall be implemented the first day of the 14 first pay period following the meeting of the Personnel Committee and in 15 compliance with collective bargaining agreements. In the event the County Board 16 takes no action on a reclassification, after receipt of a recommendation from the 17 Personnel Committee, the reclassification shall be implemented the first day of 18 the first pay period following action by the County Executive or, in the event of a 19 veto, final County Board actionreferred to arbitration. 20 (6g) The Director of the Department of Human Resources or the department head No Employee shall 21 not be precluded from initiating a review of the classification have his/her wages reduced because of any represented 22 position if he/she feels such a review is appropriate. 23‌job evaluation program.

Changes in Classification. 6 22 (1) When, in the judgment of the AssociationAssociation or the County, a position or group of 23 positions in the 7 bargaining unit are is improperly classified because of changes in 24 the duties or 8 responsibilities, the Association or County shall submit its 25 recommendations for 9 reclassification in writing to the Director of the 26 Department of Human Resources. All requests shall 10 include an updated position 27 description, detailed information regarding the duties 11 assigned to the position, a 28 summary of the change in duties and other pertinent 12 information in a format 29 designated by the Director of Human Resources. The 13 Director of Human 1 Resources shall review the duties assigned to the position as 14 well as any other 2 information provided and submit a recommendation to the 15 Association. 16 3 (2) In the event the Association concurs with the recommendations of the Director 4 of 17 Human Resources to reclassify a position, the recommendation recommendations shall be 5 included 18 on in a report distributed to all County Board Supervisors. 19 6 (3) In the event the Association does not concur with the recommendation of the 20 7 Director of Human Resources, both parties may request or provide such 8 additional 21 information as may clarify the appropriate classification for the 9 position. After 22 reviewing the additional information, if both parties concur that 10 a reclassification 23 is appropriate, ; the recommendation of the Director of Human 11 Resources shall be 24 included in a report distributed to all County Board 12 Supervisors. 25 13 (4) In the event the Association and the Director of Human Resources cannot agree 26 14 on the appropriate classification for an existing position, either party may appeal 27 15 to the Personnel Committee within thirty (30) days 30 day of receiving notice of the 28 Director of 16 Human Resources final recommendation. Both parties shall submit a 29 written 17 summary of the rationale for their opinion to the Personnel Committee as 30 well 18 as any other information deemed appropriate. The decision of the County 31 Board 19 on the Personnel Committee recommendation, subject to review by the 1 County 20 Executive, shall be final and if a change in classification is approved, it 2 shall be 21 implemented the first day of the pay period following that in which a 3 resolution 22 adopted by the County Board has been approved by the County Executive. 4 . 23 (5) Monthly Monthly, while a reclassification is pending, the Director of Human Resources 5 24 shall provide a report to the Personnel Committee, Committee which lists all position 6 reclassifications, 25 reclassification which the Director intends to approve, along with a fiscal note 7 26 for each. This report shall be distributed to all County Supervisors and placed 27 on 8 the Personnel Committee agenda for informational purposes. If a County 9 28 Supervisor objects to the decision of the Director of Human Resources within 10 29 seven working days of receiving this report, the reclassification shall be held in 11 30 abeyance until resolved by the County Board upon recommendation of the 12 1 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objects2 Supervisors object, the reclassification shall be implemented the first day of the 14 3 first pay period following the meeting of the Personnel Committee and in 15 4 compliance with collective bargaining agreements. In the event the County 5 Board 16 takes no action on a reclassification, after receipt of a recommendation 6 from the 17 Personnel Committee, the reclassification shall be implemented the 7 first day of 18 the first pay period following action by the County Executive or, in 8 the event of a 19 veto, final County Board action. 20 (6) The Director of the Department of Human Resources or the department head shall 21 not be precluded from initiating a review of the classification of any represented 22 position if he/she feels such a review is appropriate. 23‌

Changes in Classification. 6 2 (1) When, in the judgment of the AssociationAssociation or the County, a position or group of 3 positions in the 7 bargaining unit are is improperly classified because of changes in 4 the duties or 8 responsibilities, the Association or County shall submit its 5 recommendations for 9 reclassification in writing to the Director of the 6 Department of Human Resources. All requests shall 10 include an updated position 7 description, detailed information regarding the duties 11 assigned to the position, a 8 summary of the change in duties and other pertinent 12 information in a format 9 designated by the Director of Human Resources. The 13 Director of Human 10 Resources shall review the duties assigned to the position as 14 well as any other 11 information provided and submit a recommendation to the 15 Association. 16 12 (2) In the event the Association concurs with the recommendations of the Director 13 of 17 Human Resources to reclassify a position, the recommendation recommendations shall be 14 included 18 on in a report distributed to all County Board Supervisors. 19 15 (3) In the event the Association does not concur with the recommendation of the 20 16 Director of Human Resources, both parties may request or provide such 17 additional 21 information as may clarify the appropriate classification for the 18 position. After 22 reviewing the additional information, if both parties concur that 19 a reclassification 23 is appropriate, ; the recommendation of the Director of Human 20 Resources shall be 24 included in a report distributed to all County Board 21 Supervisors. 25 22 (4) In the event the Association and the Director of Human Resources cannot agree 26 23 on the appropriate classification for an existing position, either party may appeal 27 24 to the Personnel Committee within thirty (30) days 30 day of receiving notice of the 28 Director of 25 Human Resources final recommendation. Both parties shall submit a 29 written 26 summary of the rationale for their opinion to the Personnel Committee as 30 well 27 as any other information deemed appropriate. The decision of the County 31 Board 28 on the Personnel Committee recommendation, subject to review by the 1 County 29 Executive, shall be final and if a change in classification is approved, it 2 shall be 1 implemented the first day of the pay period following that in which a 3 resolution 2 adopted by the County Board has been approved by the County Executive. 4 3 (5) Monthly Monthly, while a reclassification is pending, the Director of Human Resources 5 4 shall provide a report to the Personnel Committee, Committee which lists all position 6 reclassifications, 5 reclassification which the Director intends to approve, along with a fiscal note 7 6 for each. This report shall be distributed to all County Supervisors and placed 7 on 8 the Personnel Committee agenda for informational purposes. If a County 9 8 Supervisor objects to the decision of the Director of Human Resources within 10 9 seven working days of receiving this report, the reclassification shall be held in 11 10 abeyance until resolved by the County Board upon recommendation of the 12 11 Personnel Committee, and subsequent County Executive action. If no County 13 Supervisor objects12 Supervisors object, the reclassification shall be implemented the first day of the 14 13 first pay period following the meeting of the Personnel Committee and in 15 14 compliance with collective bargaining agreements. In the event the County 15 Board 16 takes no action on a reclassification, after receipt of a recommendation 16 from the 17 Personnel Committee, the reclassification shall be implemented the 17 first day of 18 the first pay period following action by the County Executive or, in 18 the event of a 19 veto, final County Board action. 20 19 (6) The new rate of pay for the position reclassified shall be effective 120 days from 20 the date of the request for reclassification or upon the effective date of the 21 reclassification, whichever is less, except in instances where the position is 22 reclassified to a classification in a lower pay range the provisions of Chapter 17 23 of the County Ordinances shall apply. 24 (7) The Director of the Department of Human Resources or the department head 25 shall 21 not be precluded from initiating a review of the classification of any 26 represented 22 position if he/she feels such a review is appropriate. 23‌27