CLASSIFICATION AND COMPENSATION. Section 1. The following language is intended to supersede all provisions applicable to public employees in the Ohio Revised Code and/or the Rules of the Ohio Department of Administrative Services relative to classifications. Employees will be paid in accordance with the classification and pay plan set forth in this Agreement. Section 2. It is the responsibility of the University to establish and maintain a system of classification specifications and concurrent wage and salary programs for the positions covered by this Agreement. Classification specifications will be prepared for each position covered by this Agreement and these specifications will be maintained and updated as required by the University. Positions covered by this Agreement will be classified in accordance with their duties, skills and qualifications. Positions will be assigned to appropriate wage ranges in accordance with the position classification. All current authorized bargaining unit classifications and corresponding pay grades are found in Appendix 1. Classifications consisting of like jobs will be placed into a series for purposes of provisions of Articles 11 and 12. The current authorized classification series are found in Appendix 3. In the event the University changes the specification of a classification or creates a new classification, it shall immediately notify the Union. If the Union believes that the specification changes merit a change in pay grade or disagrees with the pay grade assigned to a new classification, it shall so notify the University and the parties shall meet to negotiate the classification's placement in a pay grade. If the parties are unable to reach agreement, the matter may be arbitrated pursuant to Article 10. The University shall not reduce a classification's pay grade without the Union's agreement. The University may establish new classifications whose duties, skills and qualifications are different from an existing classification. Section 3. In conducting a job classification review, a position description questionnaire (PDQ) is used to collect sufficient information about the position duties, responsibilities and qualifications in order that an appropriate assignment of a classification and corresponding pay grade can be made by Human Resources. Under certain conditions, an on-site audit may be necessary. Section 4. Employees may take advantage of opportunities for on-the-job training, formal training, performing higher-level duties, and other opportunities to expand their knowledge base and demonstrate increased skills. Demonstrating increased skills is one way employees may increase their value to UC and become eligible for salary increases or lump sum bonuses. The Labor Management Committee and the Human Resources Department shall jointly establish criteria for implementing this process. Requests shall be made as follows: a. The employee shall complete the appropriate form and submit it to the supervisor and to the VP/VP designee. Employee requests for wage progression or lump sum bonuses should be based on mutually agreed upon criterion with the supervisor whenever possible. Upon receipt of the form the VP/VP designee shall submit confirmation to the employee which includes the date the form was received by the VP/VP designee. No wage progression or lump sum bonus request will be reviewed within one (1) year of the last review of the same position except by mutual agreement of the University and the Union. An employee who believes that they are performing duties beyond the scope of their current job classification or that are performed by a higher paid classification, the member may request a review and/or reclassification for their position. The request shall be via email and the applicable timelines shall begin effective with the date the email was delivered. The review and reclassification that results in an increase in pay does not require the individual to be reclassified out of the SEIU bargaining unit. b. The VP/VP designee shall notify the employee, the employee supervisor, the Union and HR in writing of the determination within thirty (30) days, including the reason for the determination. c. In the event the employee has not received the determination within sixty (60) days of submission or does not agree with the determination the employee may appeal to the Joint Classification Appeals Committee (JCAC) for final disposition. The JCAC will consist of five (5) employee representatives of the Union and five (5) representatives of the University. The Committee shall be co-chaired by an employee representative of the Union and a representative of the University. The review shall be by two (2) representatives of the Union and two (2) representatives of the University and shall be based on all documentation provided and any additional information provided with the appeals, the unit’s available budget, and employee and supervisor testimony, if requested. The JCAC shall have no authority to rule on the dollar amount of the progression or the bonus. Should the JCAC rule in favor of the employee, the dollar amount should be determined by HR in consultation with the VP/VP designee within thirty (30) days. The effective date of any dollar amount shall be retroactive to the date of the original request. The Committee’s reviewers shall meet at least monthly during normal working hours and shall be paid for time spent in these meetings and in preparation for meetings. d. The JCAC shall notify the employee, supervisor, Union, and HR of its determination within fifteen (15) working days of the Committee’s meeting. If unable to reach a consensus determination, the Committee shall so notify the employee, supervisor, Union and HR. e. If the Union or the University wishes to appeal the determination of the JCAC matter further, it may appeal to the Classification Review Hearing Officer within twenty (20) working days of the Committee’s decision. The Hearing Officer, who shall have expertise in classification and compensation systems, shall be jointly selected by the parties within thirty (30) days of the ratification of this Agreement and shall serve for the duration of this Agreement unless terminated earlier by written notice from either party to the other. If terminated, the parties shall jointly select a replacement within thirty (30) days. The Hearing Officer shall hold hearings on a quarterly basis to hear all pending appeals, unless there are no appeals to hear. The Office of Human Resources shall submit all documentation that was submitted to the JCAC to the Hearing Officer prior to the date of the hearing. The Hearing Officer shall endeavor to hold multiple hearings each day and shall issue the decision, which shall be final and binding, within thirty (30) days of the hearing. The Hearings Officer shall have no authority to alter the terms and conditions of this Agreement or to rule on the dollar amount of the progression or the bonus. Employees shall be presented at Classification Review Hearings and shall be released from work with no loss of pay. The Hearing Officer’s fees and expenses shall be shared equally by the parties. Section 5. Requests to reclassify a position should be based on a belief that duties, responsibilities or qualifications of a position are such that it is inappropriately classified. No reclassification request will be reviewed within one (1) year of the last review for the same position except by mutual agreement of the University and the Union unless the position's duties, responsibilities or qualifications have changed. In addition, an employee who has changed positions may request a classification review if the employee believes that the new position's duties, responsibilities or qualifications are such that it is inappropriately classified, provided the employee has completed the probationary period in the new position. Reclassification requests shall be made as follows: a. The requesting party shall complete a PDQ and submit it to the supervisor, who will then submit the PDQ through supervisory channels to the Office of Human Resources. The supervisor shall ensure that the PDQ is submitted to Human Resources, with appropriate signatures, within thirty (30) days of its submission to the supervisor. Upon receipt of the PDQ in the Office of Human Resources, confirmation shall be sent to the employee which includes the date the PDQ was submitted to the supervisor and the date it was received by the Office of Human Resources. b. The Office of Human Resources shall notify the employee's supervisor in writing of the classification and pay grade determination, including the reason for determination. A copy shall be sent to the incumbent and the Union. The Office of Human Resources shall make every effort to respond within ninety (90) days of the employee's submission of the PDQ to the supervisor. c. In the event the employee has not received the determination within one hundred twenty (120) days of the submission of the PDQ, the employee may submit the matter to the Joint Classification Appeals Committee (JCAC). The JCAC will consist of five (5) employee representatives of the Union and five (5) representatives of the University. The Committee shall be co-chaired by an employee representative of the Union and a representative of the University. The JCAC may recommend to the Director, Compensation that a new classification be created at a certain pay grade if the JCAC believes there is no suitable placement in the current classification system. The Director, Compensation may accept or reject the recommendation of the JCAC. If the Director, Compensation rejects the recommendation of the JCAC, the incumbent may appeal the determination to the Hearing Officer in accordance with Section 4(e) of this Article. If the determination made by the Office of Human Resources is timely and if the incumbent disagrees with the determination of the Office of Human Resources, the employee may (within fifteen (15) working days of the date of determination) appeal to the JCAC. The review shall be by two (2) representatives of the Union and two (2) representatives of the University and shall be based on all documentation provided during the audit, any additional information provided with the appeals and employee and supervisor testimony, if requested. The Committee's reviewers shall meet monthly during normal working hours and shall be paid for time spent in these meetings and in preparation for meetings. The JCAC may recommend to the Director, Compensation that a new classification be created at a certain pay grade if the JCAC believes there is no suitable placement in the current classification system. The Director, Compensation may accept or reject the recommendation of the JCAC. If the Director, Compensation rejects the recommendation of the JCAC, the incumbent may appeal the determination to the Hearing Officer in accordance with Section 4(e) of this Article. d. The JCAC shall notify the incumbent and supervisor of its determination within (fifteen) 15 working days of the Committee's meeting. If unable to reach a majority determination, the Committee shall so notify the incumbent and supervisor. e. If the Union or the University wishes to appeal the determination of the JCAC matter further, it may appeal to the Classification Review Hearing Officer within twenty (20) working days of the Committee's decision. The Hearing Officer, who shall have expertise in classification and compensation systems, shall be jointly selected by the parties within thirty (30) days of the ratification of this Agreement and shall serve for the duration of this Agreement unless terminated earlier by written notice from either party to the other. If terminated, the parties shall jointly select a replacement within thirty (30) days. The Hearing Officer shall hold hearings on a quarterly basis to hear all pending appeals, unless there are no appeals to hear. The Office of Human Resources shall submit all documentation that was submitted to the JCAC to the Hearing Officer prior to the date of the hearing. The Hearing Officer shall endeavor to hold multiple hearings each day and shall issue the decision, which shall be final and binding, within thirty (30) days of the hearing. The Hearing Officer shall have no authority to alter the terms and conditions of this Agreement, except that if the JCAC has made a recommendation in accordance with Section 4(b) or 4(c) of this Article, the hearing officer shall have the authority to order that the recommendation be implemented. Employees may be represented at Classification Review Hearings and shall be released from work with no loss of pay. The Hearing Officer's fees and expenses shall be shared equally by the parties. f. In the case of new or a reclassified vacant position, the classification determination made by the Office of Human Resources is final. However, once the position has been filled and the incumbent satisfactorily completes probation, the employee may request a review according to the procedure outlined in this section. If the request for review results in a change in classification, the effective date of the change shall be the later of the date the incumbent filled the position or the date the incumbent assumed the duties, provided the incumbent requests the review within sixty (60) days of the completion of the probationary period. Section 6. If the University determines that a newly created or reclassified position shares a community of interest with the bargaining unit, the University shall designate the position as a bargaining unit position. Otherwise, the position shall be outside the bargaining unit. If the Union disagrees with the University's determination, the matter may be appealed to the State Employment Relations Board for unit clarification. Section 7. If the incumbent's position is reclassified, the following salary adjustment shall be made: a. If the position is reclassified to a higher pay grade, the incumbent's salary shall be increased 10% or the after probation rate of the new classification, whichever is higher. However, the salary shall not be increased beyond the maximum of the new pay grade. b. If the position is reclassified to a classification within the same pay grade, no salary adjustment shall be made. c. If the position is reclassified to a lower pay grade, the base rate of pay shall not be reduced unless it is over the maximum for the range, but any applicable longevity supplement shall be reduced appropriately. d. The effective date of the reclassification and any accompanying salary adjustment shall be the beginning of the pay period following the earlier of either the date on which the completed PDQ, with proper signatures, was received by the Office of Human Resources, or thirty (30) days following receipt of the PDQ by the employee's supervisor. Section 8. If an incumbent is permanently assigned to and is performing the duties of a higher classification, the employee's position shall be appropriately reclassified pursuant to Section 5 of this Article. Section 9. If there are additional duties to perform that are not being performed by an incumbent, a new position shall be created (instead of an employee reclassified) if: a. The additional duties would change a position so that an employee would spend 50% or more of her time performing the duties of another classification outside the classification series; or b. The addition of new responsibilities would result in a different classification, and more than one employee in the old classification within the work unit would be qualified to assume the new responsibilities.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
CLASSIFICATION AND COMPENSATION. Section 1. The following language is intended to supersede all provisions applicable to public employees in the Ohio Revised Code and/or the Rules of the Ohio Department of Administrative Services relative to classifications. Employees will be paid in accordance with the classification and pay plan set forth in this Agreement.
Section 2. It is the responsibility of the University to establish and maintain a system of classification specifications and concurrent wage and salary programs for the positions covered by this Agreement. Classification specifications will be prepared for each position covered by this Agreement and these specifications will be maintained and updated as required by the University. Positions covered by this Agreement will be classified in accordance with their duties, skills and qualifications. Positions will be assigned to appropriate wage ranges in accordance with the position classification. All current authorized bargaining unit classifications and corresponding pay grades are found in Appendix 1. Classifications consisting of like jobs will be placed into a series for purposes of provisions of Articles 11 and 12. The current authorized classification series are found in Appendix 3. In the event the University changes the specification of a classification or creates a new classification, it shall immediately notify the Union. If the Union believes that the specification changes merit a change in pay grade or disagrees with the pay grade assigned to a new classification, it shall so notify the University and the parties shall meet to negotiate the classification's placement in a pay grade. If the parties are unable to reach agreement, the matter may be arbitrated pursuant to Article 10. The University shall not reduce a classification's pay grade without the Union's agreement. The University may establish new classifications whose duties, skills and qualifications are different from an existing classification.
Section 3. In conducting a job classification review, a position description questionnaire (PDQ) is used to collect sufficient information about the position duties, responsibilities and qualifications in order that an appropriate assignment of a classification and corresponding pay grade can be made by Human Resources. Under certain conditions, an on-site audit may be necessary.
Section 4. Employees may take advantage of opportunities for on-the-job training, formal training, performing higher-level duties, and other opportunities to expand their knowledge base and demonstrate increased skills. Demonstrating increased skills is one way employees may increase their value to UC and become eligible for salary increases or lump sum bonuses. The Labor Management Committee and the Human Resources Department shall jointly establish criteria for implementing this process. Requests shall be made as follows:
a. The employee shall complete the appropriate form and submit it to the supervisor and to the VP/VP designee. Employee requests for wage progression or lump sum bonuses should be based on mutually agreed upon criterion with the supervisor whenever possible. Upon receipt of the form the VP/VP designee shall submit confirmation to the employee which includes the date the form was received by the VP/VP designee. No wage progression or lump sum bonus request will be reviewed within one (1) year of the last review of the same position except by mutual agreement of the University and the Union. An employee who believes that they are performing duties beyond the scope of their current job classification or that are performed by a higher paid classification, the member may request a review and/or reclassification for their position. The request shall be via email and the applicable timelines shall begin effective with the date the email was delivered. The review and reclassification that results in an increase in pay does not require the individual to be reclassified out of the SEIU bargaining unit.
b. The VP/VP designee shall notify the employee, the employee supervisor, the Union and HR in writing of the determination within thirty (30) days, including the reason for the determination.
c. In the event the employee has not received the determination within sixty (60) days of submission or does not agree with the determination the employee may appeal to the Joint Classification Appeals Committee (JCAC) for final disposition. The JCAC will consist of five (5) employee representatives of the Union and five (5) representatives of the University. The Committee shall be co-chaired by an employee representative of the Union and a representative of the University. The review shall be by two (2) representatives of the Union and two (2) representatives of the University and shall be based on all documentation provided and any additional information provided with the appeals, the unit’s available budget, and employee and supervisor testimony, if requested. The JCAC shall have no authority to rule on the dollar amount of the progression or the bonus. Should the JCAC rule in favor of the employee, the dollar amount should be determined by HR in consultation with the VP/VP designee within thirty (30) days. The effective date of any dollar amount shall be retroactive to the date of the original request. The Committee’s reviewers shall meet at least monthly during normal working hours and shall be paid for time spent in these meetings and in preparation for meetings.
d. The JCAC shall notify the employee, supervisor, Union, and HR of its determination within fifteen (15) working days of the Committee’s meeting. If unable to reach a consensus determination, the Committee shall so notify the employee, supervisor, Union and HR.
e. If the Union or the University wishes to appeal the determination of the JCAC matter further, it may appeal to the Classification Review Hearing Officer within twenty (20) working days of the Committee’s decision. The Hearing Officer, who shall have expertise in classification and compensation systems, shall be jointly selected by the parties within thirty (30) days of the ratification of this Agreement and shall serve for the duration of this Agreement unless terminated earlier by written notice from either party to the other. If terminated, the parties shall jointly select a replacement within thirty (30) days. The Hearing Officer shall hold hearings on a quarterly basis to hear all pending appeals, unless there are no appeals to hear. The Office of Human Resources shall submit all documentation that was submitted to the JCAC to the Hearing Officer prior to the date of the hearing. The Hearing Officer shall endeavor to hold multiple hearings each day and shall issue the decision, which shall be final and binding, within thirty (30) days of the hearing. The Hearings Officer shall have no authority to alter the terms and conditions of this Agreement or to rule on the dollar amount of the progression or the bonus. Employees shall be presented at Classification Review Hearings and shall be released from work with no loss of pay. The Hearing Officer’s fees and expenses shall be shared equally by the parties.
Section 5. Requests to reclassify a position should be based on a belief that duties, responsibilities or qualifications of a position are such that it is inappropriately classified. No reclassification request will be reviewed within one (1) year of the last review for the same position except by mutual agreement of the University and the Union unless the position's duties, responsibilities or qualifications have changed. In addition, an employee who has changed positions may request a classification review if the employee believes that the new position's duties, responsibilities or qualifications are such that it is inappropriately classified, provided the employee has completed the probationary period in the new position. Reclassification requests shall be made as follows:
a. The requesting party shall complete a PDQ and submit it to the supervisor, who will then submit the PDQ through supervisory channels to the Office of Human Resources. The supervisor shall ensure that the PDQ is submitted to Human Resources, with appropriate signatures, within thirty (30) days of its submission to the supervisor. Upon receipt of the PDQ in the Office of Human Resources, confirmation shall be sent to the employee which includes the date the PDQ was submitted to the supervisor and the date it was received by the Office of Human Resources.
b. The Office of Human Resources shall notify the employee's supervisor in writing of the classification and pay grade determination, including the reason for determination. A copy shall be sent to the incumbent and the Union. The Office of Human Resources shall make every effort to respond within ninety (90) days of the employee's submission of the PDQ to the supervisor.
c. In the event the employee has not received the determination within one hundred twenty (120) days of the submission of the PDQ, the employee may submit the matter to the Joint Classification Appeals Committee (JCAC). The JCAC will consist of five (5) employee representatives of the Union and five (5) representatives of the University. The Committee shall be co-chaired by an employee representative of the Union and a representative of the University. The JCAC may recommend to the Director, Compensation that a new classification be created at a certain pay grade if the JCAC believes there is no suitable placement in the current classification system. The Director, Compensation may accept or reject the recommendation of the JCAC. If the Director, Compensation rejects the recommendation of the JCAC, the incumbent may appeal the determination to the Hearing Officer in accordance with Section 4(e) of this Article. If the determination made by the Office of Human Resources is timely and if the incumbent disagrees with the determination of the Office of Human Resources, the employee may (within fifteen (15) working days of the date of determination) appeal to the JCAC. The review shall be by two (2) representatives of the Union and two (2) representatives of the University and shall be based on all documentation provided during the audit, any additional information provided with the appeals and employee and supervisor testimony, if requested. The Committee's reviewers shall meet monthly during normal working hours and shall be paid for time spent in these meetings and in preparation for meetings. The JCAC may recommend to the Director, Compensation that a new classification be created at a certain pay grade if the JCAC believes there is no suitable placement in the current classification system. The Director, Compensation may accept or reject the recommendation of the JCAC. If the Director, Compensation rejects the recommendation of the JCAC, the incumbent may appeal the determination to the Hearing Officer in accordance with Section 4(e) of this Article.
d. The JCAC shall notify the incumbent and supervisor of its determination within (fifteen) 15 working days of the Committee's meeting. If unable to reach a majority determination, the Committee shall so notify the incumbent and supervisor.
e. If the Union or the University wishes to appeal the determination of the JCAC matter further, it may appeal to the Classification Review Hearing Officer within twenty (20) working days of the Committee's decision. The Hearing Officer, who shall have expertise in classification and compensation systems, shall be jointly selected by the parties within thirty (30) days of the ratification of this Agreement and shall serve for the duration of this Agreement unless terminated earlier by written notice from either party to the other. If terminated, the parties shall jointly select a replacement within thirty (30) days. The Hearing Officer shall hold hearings on a quarterly basis to hear all pending appeals, unless there are no appeals to hear. The Office of Human Resources shall submit all documentation that was submitted to the JCAC to the Hearing Officer prior to the date of the hearing. The Hearing Officer shall endeavor to hold multiple hearings each day and shall issue the decision, which shall be final and binding, within thirty (30) days of the hearing. The Hearing Officer shall have no authority to alter the terms and conditions of this Agreement, except that if the JCAC has made a recommendation in accordance with Section 4(b) or 4(c) of this Article, the hearing officer shall have the authority to order that the recommendation be implemented. Employees may be represented at Classification Review Hearings and shall be released from work with no loss of pay. The Hearing Officer's fees and expenses shall be shared equally by the parties.
f. In the case of new or a reclassified vacant position, the classification determination made by the Office of Human Resources is final. However, once the position has been filled and the incumbent satisfactorily completes probation, the employee may request a review according to the procedure outlined in this section. If the request for review results in a change in classification, the effective date of the change shall be the later of the date the incumbent filled the position or the date the incumbent assumed the duties, provided the incumbent requests the review within sixty (60) days of the completion of the probationary period.
Section 6. If the University determines that a newly created or reclassified position shares a community of interest with the bargaining unit, the University shall designate the position as a bargaining unit position. Otherwise, the position shall be outside the bargaining unit. If the Union disagrees with the University's determination, the matter may be appealed to the State Employment Relations Board for unit clarification.
Section 7. If the incumbent's position is reclassified, the following salary adjustment shall be made:
a. If the position is reclassified to a higher pay grade, the incumbent's salary shall be increased 10% or the after probation rate of the new classification, whichever is higher. However, the salary shall not be increased beyond the maximum of the new pay grade.
b. If the position is reclassified to a classification within the same pay grade, no salary adjustment shall be made.
c. If the position is reclassified to a lower pay grade, the base rate of pay shall not be reduced unless it is over the maximum for the range, but any applicable longevity supplement shall be reduced appropriately.
d. The effective date of the reclassification and any accompanying salary adjustment shall be the beginning of the pay period following the earlier of either the date on which the completed PDQ, with proper signatures, was received by the Office of Human Resources, or thirty (30) days following receipt of the PDQ by the employee's supervisor.
Section 8. If an incumbent is permanently assigned to and is performing the duties of a higher classification, the employee's position shall be appropriately reclassified pursuant to Section 5 of this Article.
Section 9. If there are additional duties to perform that are not being performed by an incumbent, a new position shall be created (instead of an employee reclassified) if:
a. The additional duties would change a position so that an employee would spend 50% or more of her time performing the duties of another classification outside the classification series; or
b. The addition of new responsibilities would result in a different classification, and more than one employee in the old classification within the work unit would be qualified to assume the new responsibilities.thirty
Appears in 1 contract
Sources: Collective Bargaining Agreement