Common use of CLASSIFICATION AND RECLASSIFICATION OF POSITIONS Clause in Contracts

CLASSIFICATION AND RECLASSIFICATION OF POSITIONS. (a) Each position shall be assigned to the appropriate classification on the basis of its authorities, responsibilities, and duties. The Employer shall maintain written specifications and position descriptions for each classification within the service. Position descriptions shall include class title, salary range, a description of duties and responsibilities, and a statement of qualifications necessary to perform the work. (b) Whenever a reclassification of a position is being considered, the employee's opinions will be solicited prior to a decision being made. (c) The Employer shall present all new classifications or reclassifications to the Union at least thirty (30) working days prior to presentation to the Employer’s governing board for adoption. The Union shall have fifteen (15) working days to request to bargain the salary of the reclassification or new classification. If the Union requests to bargain the salary, Board action to adopt will be deferred until bargaining is completed. The Employer and the Union may mutually agree to waive timelines. (d) Any employee may submit a request for reclassification upward to the immediate supervisor with a copy to the Human Resources Manager for review and recommendation to the Executive Director. When the Executive Director finds that the duties are such that the current allocation of a position is no longer correct, the Executive Director shall reclassify the position to an appropriate classification. (e) Human Resources shall have ninety (90) days from the date a request for reclassification is received to make a recommendation to the Executive Director. If Human Resources determines that the reclassification request results in a new classification, a recommendation to the Executive Director will be made within the ninety (90) day timeframe, after which Section 1(c) of this Article shall be in effect. If additional time is needed to make a recommendation to the Executive Director, the Union and the Employer may mutually agree to extend the ninety (90) days. If the reclassification request is denied, the Employee will be notified in writing. (f) If a reclassification is denied, the Employee will have fifteen (15) working days to request a reconsideration of that decision and provide additional information. A meeting with the Employee, their Union representative, the Human Resources Manager, and the Deputy Director will be held to discuss the request for reconsideration within thirty (30) days. The Deputy Director will make a recommendation to the Executive Director. The decision from the Executive Director will be final and binding. The final decision will be provided to the Employee in writing within thirty (30) days. Section 2. When a position is reclassified upward, the incumbent shall be continued in that position if the major duties and responsibilities of the position remain substantially the same, and/or if the knowledge, skills, and abilities required remain substantially the same as those previously required. (a) Advanced to the new classification at a step which is immediately higher than their previous salary rate in the old range. (b) Placed on probation to the position. Upon satisfactory completion of the six (6) month probationary period, the employee will be eligible to proceed to the next step of the range. (c) Given a new anniversary date, which shall be the first (1st) of the month after completion of the probationary period in the reclassified position. (a) The Employer shall, sixty (60) days in advance of a reclassification downward of any position, notify the employee in writing of the action and the specific reasons. (b) When an employee's position has been reclassified to a lower classification, their salary rate shall remain the same as long as the rate is within the salary range of the lower classification. If the employee's salary rate is not within the lower salary range, the employee's salary shall remain frozen until the new range reaches their pay level. (c) Employees who are reclassified downward will be eligible to apply for reemployment to the classification from which they were reclassified downward if the previous classification still exists or is recreated, when a vacancy occurs.

CLASSIFICATION AND RECLASSIFICATION OF POSITIONS. (a) Each position shall be assigned to the appropriate classification on the basis of its authorities, responsibilities, and duties. The Employer shall maintain written specifications and position descriptions for each classification within the service. Position descriptions shall include class title, salary range, a description of duties and responsibilities, and a statement of qualifications necessary to perform perfonn the work. (b) Whenever a reclassification of a position is being considered, the employee's opinions will be solicited prior to a decision being made. (c) The Employer shall present all new classifications or reclassifications to the Union at least thirty (30) working days prior to presentation to the Employer’s 's governing board for adoption. The Union shall have fifteen (15I 5) working days to request to bargain the salary of the reclassification or new classification. If the Union requests to bargain the salary, Board action to adopt will be deferred until bargaining is completed. The Employer and the Union may mutually agree to waive timelines. (d) Any employee may submit a request for reclassification upward to the immediate supervisor with a copy to the Human Resources Manager for review and recommendation to the Executive Director. When the Executive Director finds that the duties are such that the current allocation of a position is no longer correct, the Executive Director shall reclassify the position to an appropriate classification. (e) Human Resources shall have ninety (90) days from the date a request for reclassification is received to make a recommendation to the Executive Director. If Human Resources determines detennines that the reclassification request results in a new classification, a recommendation to the Executive Director will be made within the ninety (90) day timeframe, after which Section 1(cl(c) of this Article shall be in effect. If additional time is needed to make a recommendation to the Executive Director, the Union and the Employer may mutually agree to extend the ninety (90) days. If the reclassification request is denied, the Employee will be notified in writing. (f) If a reclassification is denied, the Employee will have fifteen (15) working days to request a reconsideration of that decision and provide additional informationinfonnation. A meeting with the Employee, their Union representative, the Human Resources Manager, and the Deputy Director will be held to discuss the request for reconsideration within thirty (30) days. The Deputy Director will make a recommendation to the Executive Director. The decision from the Executive Director will be final and binding. The final decision will be provided to the Employee in writing within thirty (30) days. Section 2. When a position is reclassified upward, the incumbent shall be continued in that position if the major duties and responsibilities of the position remain substantially the same, and/or if the knowledge, skills, and abilities required remain substantially the same as those previously required. (a) Advanced to the new classification at a step which is immediately higher than their previous salary rate in the old range. (b) Placed on probation to the position. Upon satisfactory completion of the six (6) month probationary period, the employee will be eligible to proceed to the next step of the range. (c) Given a new anniversary date, which shall be the first (1st1 st) of the month after completion of the probationary period in the reclassified position. (a) The Employer shall, sixty (60) days in advance of a reclassification downward of any position, notify the employee in writing of the action and the specific reasons. (b) When an employee's position has been reclassified to a lower classification, their salary rate shall remain the same as long as the rate is within the salary range of the lower classification. If the employee's salary rate is not within the lower salary range, the employee's salary shall remain frozen until the new range reaches their pay level. (c) Employees who are reclassified downward will be eligible to apply for reemployment to the classification from which they were reclassified downward if the previous classification still exists or is recreated, when a vacancy occurs.

CLASSIFICATION AND RECLASSIFICATION OF POSITIONS. (a) Each position shall be assigned to the appropriate classification on the basis of its authorities, responsibilities, and duties. The Employer shall maintain written specifications and position descriptions for each classification within the service. Position descriptions shall include class title, salary range, a description of duties and responsibilities, and a statement of qualifications necessary to perform the work. On an annual basis, the employer shall complete a salary study of six (6) classifications. The Union and the Employer will mutually agree upon the classifications to be reviewed each fiscal year. If a classification is determined to be more than 5% under the market average as determined by the salary study, the classification will be adjusted upward to the market average. No employee shall have their compensation reduced as a result of the study. (b) Whenever a reclassification of a position is being consideredconsidered by the Employer, the Employer will provide, in writing, the considered changes to the affected employee's opinions . The affected employee will be solicited given the opportunity to provide input prior to a decision being made. (c) The Employer shall present present, in writing, all new classifications or reclassifications to the Union at least thirty (30) working days prior to presentation to the Employer’s governing board for adoption. The Union shall have fifteen (15) working days to request to bargain the salary of the reclassification or new classification. If the Union requests to bargain the salary, Board action to adopt will be deferred until bargaining is completed. The Employer and the Union may mutually agree to waive timelinestimelines in writing. Section 2. Employee-Initiated Requests for Classification Review (da) Any employee may submit a request in writing for reclassification upward to the immediate supervisor with a copy to the Human Resources Manager for review and recommendation to the Executive Director. (b) Human Resources shall have ninety (90) days from the date a request for reclassification is received to make a written recommendation and get the approval or denial from the Executive Director. Human Resources shall provide periodic, written updates to the employee and the Union, not less than every 30 days. When the Executive Director finds that the duties are such that the current allocation of a position is no longer correct, the Executive Director shall reclassify the position to an appropriate existing classification. (e) Human Resources shall have ninety (90) days from the date a request for reclassification is received to make a recommendation to the Executive Director. If Human Resources determines that the reclassification request results in a new classification, a recommendation to the Executive Director will be made within the ninety (90) day timeframe, after which Section 1(c) of this Article shall be in effect. If additional time is needed to make a recommendation to the Executive Director, the Union and the Employer may mutually agree to extend the ninety a one-time extension of forty five (9045) days. If The findings of the reclassification request is denied, the Employee Classification Review will be notified provided to the employee in writing. (fc) If a reclassification is denied, the Employee will have fifteen (15) working days to request a reconsideration of that decision and provide additional information. A meeting with the Employee, their Union representative, the Human Resources Manager, and a Program Director who was not involved in the Deputy Director reclassification request process will be held to discuss the request for reconsideration within thirty (30) days. The Deputy Program Director will make a recommendation to the Executive DirectorDirector in writing. The decision from the Executive Director will be final and binding. The final decision will be provided to the Employee in writing within thirty (30) days. Section 23. When a position is reclassified upward, the incumbent shall be continued in that position if the major duties and responsibilities of the position remain substantially the same, and/or if the knowledge, skills, and abilities required remain substantially the same as those previously required. (a) Advanced to the new classification at a step which is immediately higher than their previous salary rate in the old range. (b) Placed on probation to the position. Upon satisfactory completion of the six (6) month probationary period, the employee will be eligible to proceed to the next step of the range. (c) Given a new anniversary date, which shall be the first (1st) of the month after completion of the probationary period in the reclassified position. (a) The Employer shall, sixty (60) days in advance of a reclassification downward of any position, notify the employee in writing of the action and the specific reasons. (b) When an employee's position has been reclassified to a lower classification, their salary rate shall remain the same as long as the rate is within the salary range of the lower classification. If the employee's salary rate is not within the lower salary range, the employee's salary shall remain frozen until the new range reaches their pay level. (c) Employees who are reclassified downward will be eligible to apply for reemployment to the classification from which they were reclassified downward if the previous classification still exists or is recreated, when a vacancy occurs.