Classification Reviews. 7.1 Where the Union or an employee considers that a position is not assigned to an appropriate benchmark, either of them may request the most current job description for the job and file a classification review request.
Classification Reviews. The procedures in this Article shall be the sole and exclusive method for settling any dispute concerning classification matters.
Classification Reviews. Classification reviews shall be conducted in the manner as outlined in the Treasury Board Procedures for Classification Reviews and Appeals.
Classification Reviews. An Employee or their Manager may request in writing to Human Resources that the allocation of their position be reviewed if the Employee or Manager considers the duties have materially changed since the allocation of the position. The Employee or Manager shall provide rationale for the request for review and Human Resources shall conduct an audit of the position and provide the results of the review and a decision on the allocation to the Employee and Manager not later than thirty (30) days from the receipt of the request.
Classification Reviews. When a position is reclassified from one existing class to another existing or new class with the same maximum salary, the salary and the anniversary date of the incumbent shall not change. If a position is reclassified to a class which has a higher maximum salary, the salary shall be adjusted in accordance with the promotional guidelines described above. If a position is reclassified to a class with a lower pay range, the salary of the incumbent shall not change. If such salary is greater than the maximum salary of the lower class, said salary may be designated a “Y” rate as provided in Section 7.3.14 below.
Classification Reviews. An Employee may at any time bring to management for review, changes that may have occurred to his existing job duties. The Employee/Union, may bring such issues forward to Liaison Committee.
Classification Reviews. An employee who claims his/her assigned job is improperly classified and that he/she should be properly classified to another classification named in Schedule B, may present a request for review in writing to the Joint Job Evaluation Committee, c/o the Department of Human Resources. The written request may be in the form of a new completed questionnaire, or alternately, must specify the classification claimed by the employee to be inappropriate together with those individual job factors which are being contested and the substantive basis on which the claim is advanced. Any changes from the original questionnaire should be included. The employee may also request to give a brief verbal submission to the Joint Job Evaluation Committee on the date of the joint review. The Joint Job Evaluation Committee will consider and render a decision on the request for re -classification at the following scheduled monthly meeting. The Committee will review the whole job, not just individual factors. Should the Committee make a change to a job factor, all other comparator positions will be reviewed to ensure pay equity compliance. The decision of the Joint Job Evaluation Committee will be communicated by the Department of Human Resources to the employee and the Local President, or designate, within fifteen (15) days of that meeting. The Joint Job Evaluation Committee shall be under no obligation to accept or respond to more than one (1) request for review of the same position within any twelve (12) month period. Should the committee agree on a change in a job evaluation, the effective date of such change will be the date that the appeal is received in DHR. Over a 5-year period, a rotation schedule will be jointly created for the maintenance of all jobs not reviewed by the Joint Job Evaluation Committee.
Classification Reviews. [* See Appendix XV]
Classification Reviews. The City and the Union agree that the positions covered by this Agreement were evaluated by and the salary range established under the Hay system guide chart profile evaluation method. If, during the life of this Agreement a full time employee, or the employee’s supervisor or department head believes there has been a significant change in the job content of an existing position may request in writing that the City proceed with a classification review in accordance with the provisions of Article 15 of this Agreement. The parties agree that all classification and reclassification appeals shall be performed by the Hay Group, or other mutually agreed upon job assessment consultant (“consultant”). The City shall ensure that the Union is provided with a written explanation of any classification/reclassification review from the consultant. In the event that the classification review determines that the position shall be reclassified upward, the reclassification will be effective the beginning of the next pay period following the decision of the consultant. The employee will be placed in the new classification at the next step increment which affords the employee a salary increase. If the classification review determines that the position shall be classified downward, the reclassification shall be effective the beginning of the next pay period following the decision of the consultant or, if the employee files an appeal in accordance with the procedure in Article 15, after the expiration of the appeal procedure time limits, salary adjustments for downgraded positions shall be implemented according to the following method:
Classification Reviews. Employees have the right to review Position Classification Standards for their position. Employees may file a classification appeal at any time if they feel that their position is improperly classified. Information on appeal procedures is available and published in the Human Resources Office. The employee may request UNION representation at any meetings between the employee and Human Resources Specialists. All information submitted will be considered. If employees are not satisfied they may request a copy of any written classification notes to use in preparation of a classification appeal.
