Common use of Classifications Clause in Contracts

Classifications. 20.1 Upon written request from a bargaining unit member to the University, the bargaining unit member’s position shall be reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classification. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issued. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.

Classifications. 20.1 Upon written request from A. In the event the University changes the specifications of a bargaining unit member 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 bargaining unit member’s position parties shall be reviewed by meet to negotiate the University classification's placement in a pay grade. If the parties are unable to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classification. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's positionreach agreement, the position is determined matter may be arbitrated, pursuant to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the Universitygrievance procedures. The University shall maintain not reduce a standardized process for audit and/or classification review for bargaining unit membersclassification's pay grade without the Union's agreement. When The University may establish new classifications whose duties, skills and qualifications are different from an existing classification. B. In conducting a bargaining unit member requests a job classification review, a Position Description Questionnaire (PDQ) is used to collect sufficient information about the Office position duties, responsibilities, and qualifications in order that an appropriate assignment of a classification and corresponding pay grade can be made by Human Resources Resources. Under certain conditions, an on-site audit may be necessary. C. 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 render a decision be reviewed within 60 calendar days one year of the time last review for the request is received. This time period may be extended same position, except by written mutual agreement between of the University and the Union, unless the position's duties, responsibilities, or qualifications have changed. 1. In the event Reclassification requests shall be made as follows: a. The employee should complete a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if PDQ and submit it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position descriptionsupervisor, who will then submit the PDQ through supervisory channels to Human Resources. When a position description The supervisor shall ensure that the PDQ is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable submitted to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, thereforeHuman Resources, with the State Personnel Board of Review appropriate signatures, within thirty (30) days after receiving said written notificationof its submission to the supervisor. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified Upon receipt of the job audit or classification reviewPDQ, the time for appeal Human Resources confirmation shall be suspended until sent to the determination is issuedemployee which includes the date the PDQ was submitted to the supervisor and the date it was received by Human Resources. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of b. Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly Resources shall notify the Office of Human Resources/Classification and Compensation and the bargaining unit member employee's supervisor in writing of the temporary occupancyclassification and pay grade determination, including the reason for determination. A copy shall be sent to the employee and the Union. Human Resources shall make every effort to respond within one hundred-twenty (120) days of the employees' submission of the PDQ to his/her supervisor. C. c. If a bargaining unit member has occupied a higher level position for a period the employee disagrees with the determination of more than two Human Resources, he/she may, within fifteen (215) weeksworking days of the determination, appeal to Step 3 of the Grievance Procedure. D. If Human Resources agrees to reclassify the position, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's departmentposition shall be posted pursuant to Article 9.

Classifications. 20.1 Upon written request from A. In the event the University changes the specifications of a bargaining unit member 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 bargaining unit member’s position parties shall be reviewed by meet to negotiate the University classification's placement in a pay grade. If the parties are unable to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classification. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's positionreach agreement, the position is determined matter may be arbitrated, pursuant to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the Universitygrievance procedures. The University shall maintain not reduce a standardized process for audit and/or classification review for bargaining unit membersclassification's pay grade without the Union's agreement. When The University may establish new classifications whose duties, skills and qualifications are different from an existing classification. B. In conducting a bargaining unit member requests a job classification review, a Position Description Questionnaire (PDQ) is used to collect sufficient information about the Office position duties, responsibilities, and qualifications in order that an appropriate assignment of a classification and corresponding pay grade can be made by Human Resources Resources. Under certain conditions, an on-site audit may be necessary. C. 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 render a decision be reviewed within 60 calendar days one year of the time last review for the request is received. This time period may be extended same position, except by written mutual agreement between of the University and the Union, unless the position's duties, responsibilities, or qualifications have changed. 1. In the event Reclassification requests shall be made as follows: a. The employee should complete a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if PDQ and submit it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position descriptionsupervisor, who will then submit the PDQ through supervisory channels to Human Resources. When a position description The supervisor shall ensure that the PDQ is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable submitted to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, thereforeHuman Resources, with the State Personnel Board of Review appropriate signatures, within thirty (30) days after receiving said written notificationof its submission to the supervisor. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified Upon receipt of the job audit or classification reviewPDQ, the time for appeal Human Resources confirmation shall be suspended until sent to the determination is issuedemployee which includes the date the PDQ was submitted to the supervisor and the date it was received by Human Resources. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of b. Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly Resources shall notify the Office of Human Resources/Classification and Compensation and the bargaining unit member employee's supervisor in writing of the temporary occupancyclassification and pay grade determination, including the reason for determination. A copy shall be sent to the employee and the Union. Human Resources shall make every effort to respond within one hundred- twenty (120) days of the employees' submission of the PDQ to his/her supervisor. C. c. If a bargaining unit member has occupied a higher level position for a period the employee disagrees with the determination of more than two Human Resources, he/she may, within fifteen (215) weeksworking days of the determination, appeal to Step 3 of the Grievance Procedure. D. If Human Resources agrees to reclassify the position, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's departmentposition shall be posted pursuant to Article 9.

Classifications. 20.1 Upon written request from 17.1 The Employer shall prepare classification specifications which will describe the duties and requirements of each classification within the bargaining unit. The Employer shall provide a bargaining unit member copy of all classification specifications to the UniversityUnion. These shall then become the recognized classification specifications and shall not be changed unless in accordance with the provisions of Clause 17.2. 17.2 In the event the Employer establishes or proposes to establish a new classification or there is a change in the job content of a recognized classification, the bargaining unit member’s position Union shall be reviewed by the University to determine the appropriateness receive a copy of the classification specification and whether or not the bargaining unit member is working within the member’s assigned classificationaccompanying rate of pay. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but Unless the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice objects in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) calendar days after receiving said following such notification, the classification specification shall become established and the rate of pay shall be included as part of Schedule "A" of this Collective Agreement. If the Union files written notificationobjection then the Parties shall meet to discuss the matter and commence negotiations forthwith in an attempt to reach agreement as to the appropriate rate of pay. Alternative methods of resolution of classification disputes Failing agreement, the matter may be implemented upon mutual agreementreferred to arbitration in accordance with Clause 22.11 of the Collective Agreement. 17.3 Any disagreement between the Employer and the Union on the rate of pay for a new or revised classification shall not prevent the Employer from filling the position or assigning the work within the new or revised classification and at the proposed rate of pay. In If the event rate of pay of a new or revised classification is adjusted by means of negotiation or otherwise, such adjustment shall be retroactive to the date the new/or revised classification came into effect. 17.4 Any dispute as to whether a new or revised classification falls within the bargaining unit may be referred to the Manitoba Labour Board for determination. 17.5 At any time after an employee has been in a classification for three (3) months, the employee shall have the right to request a review of his/her classification if the employee feels that the Union is not notified duties of the job audit or have changed from those of the classification review, the time for appeal shall be suspended until the determination is issuedspecification. A. Whenever bargaining unit members are assigned 17.6 The Employer will examine the duties of the employee, compare them with the classification specification, and give a decision in writing to work in a higher level position for a continuous period the employee within thirty (30) calendar days as to the validity of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separationrequest. B. When a bargaining unit member 17.7 If the employee is assigned to work in a higher level position, not satisfied with the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing result of the temporary occupancyreview the employee may file a grievance in accordance with Clause 22.9. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.

Classifications. 20.1 Upon written request from a bargaining unit When requested, Employee member to the University, the bargaining unit member’s position positions shall be continuously reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member is employee members are working within the member’s their assigned classificationclassifications. The Union will represent bargaining unit employee members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit employee member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit employee member’s 's actual job duties to the Classification Specificationposition specifications. A. If, as a result of a job audit or a classification review of a bargaining unit an employee member's position, the position is determined to be improperly classified, the University will reclassify that positionposition as soon as possible after the determination is made. The incumbent bargaining unit employee member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification Reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. . C. Reclassifications will not be posted, but the Union will be notified when bargaining unit employee members' positions are reclassified. 20.4 The development of Classification Specifications position specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit employee members are is the rights right of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are an employee member's position is to be reclassified, they written notice shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit An employee member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issued. A. Whenever bargaining unit employee members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, per cent above their current base rate, whichever is greater, rate for the period the bargaining unit employee member occupies the position provided that the temporary occupancy is approved by the Office of Human ResourcesResources Classification/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit an employee member is assigned to work in a higher level positionposition for a continuous period of more than two (2) weeks, but not more than ten (10) weeks, the bargaining unit employee member's department will promptly notify the Office of Human ResourcesResources Classification/Classification and Compensation and the bargaining unit employee member in writing of the temporary occupancy. C. If a bargaining unit an employee member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.two

Classifications. 20.1 Upon written request from A. The University will establish and maintain a job classification plan for all positions covered by this contract. The jobs shall be grouped such that all positions with similar duties and responsibilities are described by the same title and assigned to the same pay range. Each class of positions shall be assigned a classification number and classification title. A specification describing the duties and responsibilities of the class and the minimum qualifications for being employed in a position in said class, will be maintained for each class of positions. Each specification shall include statements of the essential character of the work of the classification, essential knowledge, abilities, and skills, and the training and experience required of persons who are to fill positions so classified. The job classification plan and descriptions will be supplied to the Union during January and July of each year. B. Related classifications, which form a career progression, shall be assigned to a classification series. For purposes of this contract, the classifications listed in Article 2 shall constitute the classifications of all positions in the bargaining unit. C. Should the University create a new classification which both parties agree should be a bargaining unit member to the University, the bargaining unit member’s position shall be reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classification. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded establish a wage level or range for the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and notify the Union. In If the event a decision is not given within 60 calendar days of Union requests bargaining with respect to the request after being received by the Office of Human Resources applicable wage level or mutually agreed upon daterange, the request parties will meet for that purpose. If agreement is reached, that agreement will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5implemented. Each employee has a right to a copy of his/her position description. When a position description If no agreement is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review reached within thirty (30) days after receiving said written notificationof notice to the Union, the University will implement its proposed wage level or range, and that wage level or range will remain in effect for the duration of this Agreement. Alternative methods If the parties agree to a further adjustment of resolution of classification disputes may the wage rate during the subsequent contract negotiations that take place, any upward adjustment will be implemented upon mutual agreementretro-active to the date that the position was originally filled. In the event that the Union is not notified of the job audit University creates a new position or classification review, the time for appeal shall be suspended until the determination where there is issued. A. Whenever bargaining unit members are assigned an issue as to work whether it belongs in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeksunit, the University will not deny notify the Union as of its decision regarding exclusion from the bargaining unit member prior to any posting of the commensurate rate newly created position or classification. If the Union disputes the University's decision, the Union must schedule a meeting with the Director of pay because Employee and Labor Relations within ten (10) calendar days of improper the notification by to discuss the bargaining exclusion decision. If the matter is not resolved at the meeting, the Union may file a petition to clarify the unit member's departmentand/or to amend the certification with SERB. The Union shall serve notice to the University of its intent to file a petition with SERB to clarify the unit and/or amend the certification within ten (10) calendar days of the meeting. Any such petition must be filed with SERB within thirty (30) calendar days of the meeting. Any such petition must be filed with SERB within thirty (30) calendar days of the meeting with the Director of Employee and Labor Relations.

Classifications. 20.1 Upon written request from List of Classifications Classifications are: Operational and Clerical: Dispatcher Lead Hand Operations Lead Hand Clerk Heavy Equipment Operator Equipment Operator Clerk Repair and Maintenance: Lead Hand Mechanic Heavy Duty Mechanic Mechanic General: Helper Composite Employee (as defined in paragraph 8.8) Mileage and Zone Rated: Tractor Trailer Operator All hourly, mileage and zone rates in effect at each terminal for the classifications listed in paragraph will be posted locally. Established assignments shall not be discontinued and new ones created the same class of work for the purpose of reducing the rate of pay. When additional assignments are created, the classification of such assignments shall be in conformity with the classifications set out in this article. No change shall be made in the classification of individual assignments unless warranted by changed conditions resulting in changes in the character of the duties and responsibilities of the assignment. If the Union contends that an assignment is improperly classified, the matter may be treated as a bargaining unit member grievance. If not resolved during the grievance procedure, the matter may be referred to arbitration in accordance with Article It is agreed that the arbitrator shall not have the authority to alter or modify existing classifications or wage rates but shall have the authority, subject to the Universityprovisions of this collective agreement, the bargaining unit member’s position shall be reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member disputed assignment is working within properly classified. Combination Assignments Assignments may combine the member’s assigned duties of two classifications. Employees employed on such combination assignments will be paid the applicable hourly rate for the time worked in each classification. The Union will represent bargaining unit members desiring For example, a combination assignment established to submit facts relative to their classification for consideration perform four hours work as equipment operator and four hours work as clerk will be afforded reasonable opportunity paid four hours at the equipment operators’ rate and four hours at the clerks’ rate. Composite Employees A composite employee is defined as an employee qualified to do soperform the work of the classifications of heavy equipment operator, equipment operator, clerk and helper. An The Company may establish assignments calling for the qualification of composite employee, as required. The number of such assignments may not exceed of the total number of assignments (excluding employees employed in repair and classifications) on each shift. However, on shifts regularly employing five or less employees (excluding employees employed in repair and maintenance classifications), the limitation shall not apply. Utilization of Qualified Employees The Company may utilize qualified employees as may be necessary to meet the requirementsof the operation. During the hours of their assignment, employees may, as required, be assigned to perform the duties of other assignments and classifications. If assigned to perform the duties of a lower rated classification, employees will not have their regular rate reduced. If assigned to perform the duties of a higher rated classification, the employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing paid the bargaining unit member’s actual job duties to higher rate for the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that positiontime so occupied. The incumbent bargaining unit member TRAINING AND QUALIFICATIONS Full-time employees will be awarded required to undergo training for all classifications employed at the position unless the member chooses to reject the new classification terminal except: The classifications of lead hand and remain dispatcher. Repair and maintenance classifications listed in sub- paragraph of Article Employees in the original title. B. The reclassification will be effective on the first day repair and maintenance classifications listed in sub-paragraph of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will Article shall not be required to serve a probationary periodundergo training in the classification of clerk. The reclassification shall not Company will establish the requisite training programs, including a maintenance of qualifications program, which may of classroom or on the job training or a combination of both. Employees will take training as determined by the Company. Except as may be retroactive prior necessary to overcome a shortage of qualified employees, employees will, as a general principle, be trained in the order of equipment operator, clerk and heavy equipment operator. Training for a particular classification will, to the issuance extent practicable, be done in seniority order. While in training, employees will be compensated as follows: For regularly assigned employees, at the rate of the Appointing Authority's determinationassignment regularly held. Reclassifications will not be postedFor spare board employees, but at the Union will be notified equipment operators’ rate. For unassigned part time employees, at the helpers’ rate. On any day when bargaining unit members' positions employees are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values required to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled undergo training in addition to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassifiedworking their regular assignment, they shall be given notice compensated for all such combined time in writing setting forth excess of regularly assigned hours at rates. When a regular rest day coincides with a classroom training session, other rest days will be substituted without loss of pay. Employees will be allowed such substituted rest days immediately upon completion of the proposed new classification, pay range and salarytraining session. Notwithstanding the provisions of paragraph of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board substitution of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issued. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) rest days in any one (1) year period because with this paragraph shall not require the payment of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separationovertime rates. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.

Classifications. 20.1 Upon written request from A. It is the responsibility of the University to establish and maintain a system of job 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 the 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 normal and accepted practices of job classifications. For purposes of this paragraph, normal and accepted job classifications means classification practices used in the Human Resources and Compensation field. Positions will be assigned to appropriate grades in accordance with position classification. All current authorized bargaining unit member classifications are found in Appendix A. In the event the University materially changes the specifications of a classification or creates a new classification, it shall notify the Union within sixty (60) days of such change. 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 bargaining unit member’s position parties shall be reviewed by meet to negotiate the University classification's placement in a pay grade. If the parties are unable to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classification. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's positionreach agreement, the position is determined matter may be arbitrated, pursuant to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the Universitygrievance procedures. The University shall maintain not reduce a standardized process for audit and/or classification review for bargaining unit membersclassification's pay grade without the Union's agreement. When The University may establish new classifications whose duties, skills and qualifications are different from an existing classification. B. In conducting a bargaining unit member requests a job classification review, a Position Description Questionnaire (PDQ) is used to collect sufficient information about the Office position duties, responsibilities, and qualifications in order that an appropriate assignment of a classification and corresponding pay grade can be made by Human Resources Resources. Under certain conditions, an on-site audit may be necessary. C. 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 render a decision be reviewed within 60 calendar days one year of the time last review for the request is received. This time period may be extended same position, except by written mutual agreement between of the University and the Union, unless the position's duties, responsibilities, or qualifications have changed. 1. In the event Reclassification requests shall be made as follows: a. The employee should complete a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if PDQ and submit it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position descriptionsupervisor, who will then submit the PDQ through supervisory channels to Human Resources. When a position description The supervisor shall ensure that the PDQ is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable submitted to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, thereforeHuman Resources, with the State Personnel Board of Review appropriate signatures, within thirty (30) days after receiving said written notificationof its submission to the supervisor. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified Upon receipt of the job audit or classification reviewPDQ, the time for appeal Human Resources confirmation shall be suspended until sent to the determination is issued.employee which includes the date the PDQ was submitted to the supervisor and the date it was received by Human Resources.‌ A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of b. Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly Resources shall notify the Office of Human Resources/Classification and Compensation and the bargaining unit member employee's supervisor in writing of the temporary occupancyclassification and pay grade determination, including the reason for determination. A copy shall be sent to the employee and the Union. Human Resources shall make every effort to respond within one hundred-twenty (120) days of the employees' submission of the PDQ to his/her supervisor. C. c. If a bargaining unit member has occupied a higher level position for a period the employee disagrees with the determination of more than two Human Resources, he/she may, within fifteen (215) weeksworking days of the determination, appeal to Step 3 of the Grievance Procedure. D. If Human Resources agrees to reclassify the position, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's departmentposition shall be posted pursuant to Article 9.

Classifications. 20.1 Upon written request from a bargaining unit member The classifications included in the Bargaining Unit are set forth herein and the salary group to which they are assigned is shown opposite the University, the bargaining unit member’s position classification. Employees shall be reviewed by paid in the University salary group to determine the appropriateness of which the classification and whether or not is assigned in accordance with the bargaining unit member is working within wage rates set forth in Section 2117.112, “Base Annual Salaries.” A consolidation of class titles shall occur over the member’s assigned classificationlife of this agreement. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification A joint labor- management committee shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review formed within thirty (30) days after receiving said written notificationof the execution of this agreement for this purpose. Alternative methods The committee shall be comprised of resolution no more than four (4) representatives from each side. The committee shall review all class titles within the bargaining unit with the intent to consolidate classifications whenever reasonably possible. The committee's focus shall be upon the merger of classification disputes may be implemented upon mutual agreementclassifications within the same salary group. In the event that the Union It is not notified the intent to decrease any employee's pay as a result of any classification merger. The committee's review shall be based upon the knowledge, skills, and abilities determined by job audit or classification reviewanalyses for the classifications. Further, the time committee will endeavor to develop a career path for appeal shall be suspended until classifications within the determination bargaining unit. Where circumstances warrant, the committee may also consider whether a particular classification that is issued. A. Whenever bargaining unit members are assigned difficult to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence fill or vacancy, they will retain should be paid at a different step rate or salary group. Any reclassification proposed as a result of this study must be by mutual agreement of the minimum base rate City and union representatives. Once agreement has been reached on the consolidation of titles, the City shall develop the class specification for the higher position new classification defining the position, providing examples of duties, noting knowledges and skills, and specifying minimum requirements. All current employees serving either provisionally or at permanently in a rate classification that is at least five (5) percent, above their current base rate, whichever is greater, consolidated shall be deemed qualified for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resourcesnew classification. CLASSIFICATION SALARY GROUP Accountant 09 Assessment Clerk 04 Assessment Technician (324-97) 07 Assistant Naturalist 07 Athletic Activities Aide 05 Athletic Activities Coordinator 08 Automotive Repair Technician 08 09 Automotive Service Worker 05 Bacteriologist 09 Bridge Mechanic 08 Bridge Operator 05 Building and Grounds Maintenance Worker 06 ▇▇▇▇▇▇▇▇▇ 08 Certified Inspector I 11 Certified Inspector II 12 Chemical Storage Operator 05 Chemist/Classification Bacteriologist 09 Clerk Specialist I 05 Clerk Specialist II 06 Code Compliance Inspector I 08 Code Compliance Inspector II 09 Collector/Investigator 07 Communications Technician 09 Computer Operator 05 Construction Inspector 06 Construction Technician 08 Crane Operator 10 Customer Service Contact Center Representative – Engage Toledo 07 Customer Service Contact Center Representative – Public Utilities 07 Customer Service Contact Center Team Leader 08 Data Communications Technician 08 Drafter 06 Duplicating Technician 06 Electrician 08 Engineering Accounts Technician 08 Engineering Aide 03 Engineering Data Control Technician 05 Environmental Services Technician 07 Environmental Specialist 09 Equipment & Records Technician 07 Equipment Operator 06 Equipment Repair Technician 06 Events Field Coordinator 06 Fire Inspector 08 Fire Plans Examiner I 10 Fire Plans Examiner II 11 Forestry Crew Leader 08 Forestry Inspector 09 General Inspector 08 Heavy Equipment Operator 1 06 Identification Technician 06 Industrial Accounts Clerk 07 Instrumentation Technician 08 Intermediate Engineering Aide 06 Landscape and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do Site Plan Inspector 09 Landscape Maintenance Worker 05 Legal Technician (469-97) 09 Machinist 08 Mail Clerk 03 Maintenance Worker 1 05 Meter Reader 04 Millwright 08 Motor Equipment Technician 09 Painter 08 Park Planner 10 Permit Database Specialist 11 Permit Technician 09 Planning Technician 08 Plumber/Steamfitter 08 Plumbing Inspector 09 Police Data Control Clerk 05 Police Data Entry Clerk 04 Police Records Clerk 06 Programmer 07 Purchasing Aide 05 Recreation Aide 06 Recreation Technician 07 Rehabilitation Technician 09 Senior Bridge Mechanic 09 Senior Buildings and Grounds Maintenance Worker 07 Senior ▇▇▇▇▇▇▇▇▇ 09 Senior Computer Operator 06 Senior Construction Technician 09 Senior Drafter 08 Senior Electrician 09 Senior Engineering Aide 07 Senior Equipment Repair Technician 07 Senior Landscape Maintenance Worker 06 Senior Stenographer 05 Senior Storekeeper 06 Senior Trades Mechanic 09 Senior Traffic Signal Technician 09 Senior Utility Worker 06 Senior Water Treatment Maintenance Worker 07 Sewer Construction and Repair Worker 07 Sewer Maintenance Worker 05 Sign Inspector 08 Sign Painter 07 Sign Poster 05 Staff Accountant 11 Storekeeper 05 Tandem Truck Driver 05 Tax Auditor 08 Telephone Maintenance Technician 08 Telespection Technician 06 Trades Mechanic 08 Traffic Aide 05 Traffic Signal Technician 08 Traffic Technician 06 Tree Maintenance Worker 04 Tree Service Worker 07 Utility Accounts Technician 06 Utility Service Locator 06 Utility Worker 04 Vehicle Parts Storekeeper 06 Water Control Room Operator 08 Water Emergency Repair Worker 06 Water Loss Equipment Technician 08 Water Service Technician 07 Water Treatment Maintenance Worker 05 Watermain & Service Repair Worker 05 Welder/Blacksmith 08 B) Classifications not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level positioncurrently utilized, the bargaining unit member's department will promptly notify the Office of Human Resourcesbut reserved for Local 7 are as follows: CLASSIFICATION SALARY GROUP Account Clerk 04 Accounts Payable Control Clerk 06 Assessment Clerk 04 Assistant Naturalist 07 Backhoe Operator 06 Bricklayer 08 Building Inspector 09 Cash Management Clerk 05 Cashier 04 Cemeteries Maintenance Worker 05 Clerk 03 Clerk Aide 02 Clerk/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two Non-Typist 03 Communications Technician 09 Computer Operator 05 Correctional Officer 06 Custodian 02 Customer Service Clerk 05 Data Entry Clerk 03 Data Processing Aide 03 Dental Assistant 04 Dispatcher 04 Electrical Inspector 09 Farmer 06 Food Service Specialist 08 Graphic Arts Technician (2681-96) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.09 Graphics Designer 07 Horticulture Technician 07 Horticulturist 09 Intermediate Account Clerk 05 Intermediate Clerk 04 Laboratory Aide 03 Legal Auditor 08 Light Equipment Operator 04 Marina Coordinator 07 Medical Assistant 04 Naturalist 08 Nutritionist 10 Payroll Clerk 06 Plumbing Inspector 09 Police Stable Attendant 04 Pool/Rink Maintenance Coordinator 05 Public Health Nurse Aide 02 Public Markets Worker 04 Real Estate Records Clerk 05 Refrigeration Inspector 09 Relocation Specialist 08 Sanitarian 09 Sanitarian-In-Training 08 Senior Account Clerk 06 Senior Assessment Clerk 05 Senior Clerk 06 Senior Clerk Utility Administration 06 Senior Data Entry Clerk 04 Senior Watermain & Service Repair Worker 07 Stenographer 04 Therapeutic Recreation Technician 08 Traffic Counter 05 Tree Nursery Officer 09 Water Dispatcher 05 Water Meter Technician 06 Water Service Inspector 05 X-ray Technician 06

Classifications. 20.1 Upon written request from a bargaining unit member The classifications included in the Bargaining Unit are set forth herein and the salary group to which they are assigned is shown opposite the University, the bargaining unit member’s position classification. Employees shall be reviewed by paid in the University salary group to determine the appropriateness of which the classification and whether or not is assigned in accordance with the bargaining unit member is working within wage rates set forth in Section 2117.113, Base Annual Salaries. A consolidation of class titles shall occur over the member’s assigned classificationlife of this agreement. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification A joint labor- management committee shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review formed within thirty (30) days after receiving said written notificationof the execution of this agreement for this purpose. Alternative methods The committee shall be comprised of resolution no more than three (3) four (4) representatives from each side. The committee shall review all class titles within the bargaining unit with the intent to consolidate classifications whenever reasonably possible. The committee's focus shall be upon the merger of classification disputes may be implemented upon mutual agreementclassifications within the same salary group. In the event that the Union It is not notified the intent to decrease any employee's pay as a result of any classification merger. The committee's review shall be based upon the knowledge, skills, and abilities determined by job audit or classification reviewanalyses for the classifications. Further, the time committee will endeavor to develop a career path for appeal shall be suspended until classifications within the determination bargaining unit. Where circumstances warrant, the committee may also consider whether a particular classification that is issued. A. Whenever bargaining unit members are assigned difficult to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence fill or vacancy, they will retain should be paid at a different step rate or salary group. Any reclassification proposed as a result of this study must be by mutual agreement of the minimum base rate City and union representatives. Once agreement has been reached on the consolidation of titles, the City shall develop the class specification for the higher position new classification defining the position, providing examples of duties, noting knowledges and skills, and specifying minimum requirements. All current employees serving either provisionally or at permanently in a rate classification that is at least five (5) percent, above their current base rate, whichever is greater, consolidated shall be deemed qualified for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resourcesnew classification. CLASSIFICATION SALARY GROUP Account Clerk 04 Accountant 09 Accounts Payable Control Clerk 06 Assessment Clerk 04 Assessment Technician (324-97) 07 Assistant Naturalist 07 Athletic Activities Aide 05 Athletic Activities Coordinator 08 Automotive Repair Technician 08 Automotive Service Worker 05 Backhoe Operator 06 Bacteriologist 09 Bricklayer 08 Bridge Mechanic 08 Bridge Operator 05 Building and Grounds Maintenance Worker 06 Building Inspector 09 ▇▇▇▇▇▇▇▇▇ 08 Cash Management Clerk 05 Cashier 04 Cemeteries Maintenance Worker 05 Chemical Storage Operator 05 Chemist/Classification Bacteriologist 09 Clerk 03 Clerk Aide 02 Clerk/Non-Typist 03 Collector/Investigator 07 Communications Technician 09 Computer Operator 05 Construction Inspector 06 Construction Technician 08 Correctional Officer 06 Custodian 02 Customer Service Clerk 05 Data Communications Technician 08 Data Entry Clerk 03 Data Processing Aide 03 Dental Assistant 04 Dispatcher 04 Drafter 06 Duplicating Technician 06 Electrical Inspector 09 Electrician 08 Engineering Accounts Technician 08 Engineering Aide 03 Engineering Data Control Technician 05 Environmental Services Technician 07 Environmental Specialist 09 Equipment & Records Technician 07 Equipment Operator 06 Equipment Repair Technician 06 Events Field Coordinator 06 Farmer 06 Fire Inspector 08 Food Service Specialist 08 Forestry Crew Leader 08 Forestry Inspector 09 General Inspector 08 Graphic Arts Technician (681-96) 09 Graphics Designer 07 Heating Inspector 09 Heavy Equipment Operator 06 Horticulture Technician 07 Horticulturist 09 Identification Technician 06 Industrial Accounts Clerk 07 Instrumentation Technician 08 Intermediate Account Clerk 05 Intermediate Clerk 04 Intermediate Engineering Aide 06 Laboratory Aide 03 Landscape Maintenance Worker 05 Legal Auditor 08 Legal Technician (469-97) 09 Light Equipment Operator 04 Machinist 08 Mail Clerk 03 Maintenance Worker 1 05 Marina Coordinator 07 Medical Assistant 04 Meter Reader 04 Millwright 08 Motor Equipment Technician 09 Naturalist 08 Nutritionist 10 Painter 08 Park Planner 10 Payroll Clerk 06 Permit Technician 09 Planning Technician 08 Plumber/Steamfitter 08 Plumbing Inspector 09 Police Data Control Clerk 05 Police Data Entry Clerk 04 Police Records Clerk 056 Police Stable Attendant 04 Pool/Rink Maintenance Coordinator 05 Programmer 07 Public Health Nurse Aide 02 Public Markets Worker 04 Purchasing Aide 05 Real Estate Records Clerk 05 Recreation Aide 06 Recreation Technician 07 Refrigeration Inspector 09 Rehabilitation Technician 09 Relocation Specialist 08 Sanitarian 09 Sanitarian-In-Training 08 Senior Account Clerk 06 Senior Assessment Clerk 05 Senior Bridge Mechanic 09 Senior Buildings and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human ResourcesGrounds Maintenance Worker 07 Senior ▇▇▇▇▇▇▇▇▇ 09 Senior Clerk 06 Senior Clerk-Utility Administration 06 Senior Computer Operator 06 Senior Data Entry Clerk 04 Senior Drafter 08 Senior Electrician 09 Senior Engineering Aide 07 Senior Equipment Repair Technician 07 Senior Landscape Maintenance Worker 06 Senior Stenographer 05 Senior Storekeeper 06 Senior Trades Mechanic 09 Senior Traffic Signal Technician 09 Senior Utility Worker 06 Senior Watermain & Service Repair Worker 07 Senior Water Treatment Maintenance Worker 07 Sewer Construction and Repair Worker 07 Sewer Maintenance Worker 05 Sign Inspector 08 Sign Painter 07 Sign Poster 05 Staff Accountant 11 Stenographer 04 Storekeeper 05 Tandem Truck Driver 05 Tax Auditor 08 Telephone Maintenance Technician 08 Telespection Technician 06 Therapeutic Recreation Technician 08 Trades Mechanic 08 Traffic Aide 05 Traffic Counter 05 Traffic Signal Technician 08 Traffic Technician 06 Tree Maintenance Worker 04 Tree Nursery Officer 09 Tree Service Worker 06 Utility Accounts Technician 06 Utility Service Locator 06 Utility Worker 04 Vehicle Parts Storekeeper 06 Water Control Room Operator 08 Water Dispatcher 05 Water Emergency Repair Worker 06 Water Loss Equipment Technician 08 Water Meter Technician 06 Water Service Inspector 05 Water Service Technician 07 Water Treatment Maintenance Worker 05 Watermain & Service Repair Worker 05 Welder/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.Blacksmith 08 X-ray Technician 06

Classifications. 20.1 Upon written request from a bargaining unit member The classifications included in the Bargaining Unit are set forth herein and the salary group to which they are assigned is shown opposite the University, the bargaining unit member’s position classification. Employees shall be reviewed by paid in the University salary group to determine the appropriateness of which the classification and whether or not is assigned in accordance with the bargaining unit member is working within wage rates set forth in Section 2117.113, Base Annual Salaries. A consolidation of class titles shall occur over the member’s assigned classificationlife of this agreement. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification A joint labor- management committee shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review formed within thirty (30) days after receiving said written notificationof the execution of this agreement for this purpose. Alternative methods The committee shall be comprised of resolution no more than three (3) four (4) representatives from each side. The committee shall review all class titles within the bargaining unit with the intent to consolidate classifications whenever reasonably possible. The committee's focus shall be upon the merger of classification disputes may be implemented upon mutual agreementclassifications within the same salary group. In the event that the Union It is not notified the intent to decrease any employee's pay as a result of any classification merger. The committee's review shall be based upon the knowledge, skills, and abilities determined by job audit or classification reviewanalyses for the classifications. Further, the time committee will endeavor to develop a career path for appeal shall be suspended until classifications within the determination bargaining unit. Where circumstances warrant, the committee may also consider whether a particular classification that is issued. A. Whenever bargaining unit members are assigned difficult to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence fill or vacancy, they will retain should be paid at a different step rate or salary group. Any reclassification proposed as a result of this study must be by mutual agreement of the minimum base rate City and union representatives. Once agreement has been reached on the consolidation of titles, the City shall develop the class specification for the higher position new classification defining the position, providing examples of duties, noting knowledges and skills, and specifying minimum requirements. All current employees serving either provisionally or at permanently in a rate classification that is at least five (5) percent, above their current base rate, whichever is greater, consolidated shall be deemed qualified for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resourcesnew classification. CLASSIFICATION SALARY GROUP Account Clerk 04 Accountant 09 Accounts Payable Control Clerk 06 Assessment Clerk 04 Assessment Technician (324-97) 07 Assistant Naturalist 07 Athletic Activities Aide 05 Athletic Activities Coordinator 08 Automotive Repair Technician 08 Automotive Service Worker 05 Backhoe Operator 06 Bacteriologist 09 Bricklayer 08 Bridge Mechanic 08 Bridge Operator 05 Building and Grounds Maintenance Worker 06 Building Inspector 09 ▇▇▇▇▇▇▇▇▇ 08 Cash Management Clerk 05 Cashier 04 Cemeteries Maintenance Worker 05 Chemical Storage Operator 05 Chemist/Classification Bacteriologist 09 Clerk 03 Clerk Aide 02 Clerk/Non-Typist 03 Collector/Investigator 07 Communications Technician 09 Computer Operator 05 Construction Inspector 06 Construction Technician 08 Correctional Officer 06 Custodian 02 Customer Service Clerk 05 Data Communications Technician 08 Data Entry Clerk 03 Data Processing Aide 03 Dental Assistant 04 Dispatcher 04 Drafter 06 Duplicating Technician 06 Electrical Inspector 09 Electrician 08 Engineering Accounts Technician 08 Engineering Aide 03 Engineering Data Control Technician 05 Environmental Services Technician 07 Environmental Specialist 09 Equipment & Records Technician 07 Equipment Operator 06 Equipment Repair Technician 06 Events Field Coordinator 06 ▇▇▇▇▇▇ 06 Fire Inspector 08 Food Service Specialist 08 Forestry Crew Leader 08 Forestry Inspector 09 General Inspector 08 Graphic Arts Technician (681-96) 09 Graphics Designer 07 Heating Inspector 09 Heavy Equipment Operator 06 Horticulture Technician 07 Horticulturist 09 Identification Technician 06 Industrial Accounts Clerk 07 Instrumentation Technician 08 Intermediate Account Clerk 05 Intermediate Clerk 04 Intermediate Engineering Aide 06 Laboratory Aide 03 Landscape Maintenance Worker 05 Legal Auditor 08 Legal Technician (469-97) 09 Light Equipment Operator 04 Machinist 08 Mail Clerk 03 Maintenance Worker 1 05 Marina Coordinator 07 Medical Assistant 04 Meter Reader 04 Millwright 08 Motor Equipment Technician 09 Naturalist 08 Nutritionist 10 Painter 08 Park Planner 10 Payroll Clerk 06 Permit Technician 09 Planning Technician 08 Plumber/Steamfitter 08 Plumbing Inspector 09 Police Data Control Clerk 05 Police Data Entry Clerk 04 Police Records Clerk 056 Police Stable Attendant 04 Pool/Rink Maintenance Coordinator 05 Programmer 07 Public Health Nurse Aide 02 Public Markets Worker 04 Purchasing Aide 05 Real Estate Records Clerk 05 Recreation Aide 06 Recreation Technician 07 Refrigeration Inspector 09 Rehabilitation Technician 09 Relocation Specialist 08 Sanitarian 09 Sanitarian-In-Training 08 Senior Account Clerk 06 Senior Assessment Clerk 05 Senior Bridge Mechanic 09 Senior Buildings and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human ResourcesGrounds Maintenance Worker 07 Senior ▇▇▇▇▇▇▇▇▇ 09 Senior Clerk 06 Senior Clerk-Utility Administration 06 Senior Computer Operator 06 Senior Data Entry Clerk 04 Senior Drafter 08 Senior Electrician 09 Senior Engineering Aide 07 Senior Equipment Repair Technician 07 Senior Landscape Maintenance Worker 06 Senior Stenographer 05 Senior Storekeeper 06 Senior Trades Mechanic 09 Senior Traffic Signal Technician 09 Senior Utility Worker 06 Senior Watermain & Service Repair Worker 07 Senior Water Treatment Maintenance Worker 07 Sewer Construction and Repair Worker 07 Sewer Maintenance Worker 05 Sign Inspector 08 Sign Painter 07 Sign Poster 05 Staff Accountant 11 Stenographer 04 Storekeeper 05 Tandem Truck Driver 05 Tax Auditor 08 Telephone Maintenance Technician 08 Telespection Technician 06 Therapeutic Recreation Technician 08 Trades Mechanic 08 Traffic Aide 05 Traffic Counter 05 Traffic Signal Technician 08 Traffic Technician 06 Tree Maintenance Worker 04 Tree Nursery Officer 09 Tree Service Worker 06 Utility Accounts Technician 06 Utility Service Locator 06 Utility Worker 04 Vehicle Parts Storekeeper 06 Water Control Room Operator 08 Water Dispatcher 05 Water Emergency Repair Worker 06 Water Loss Equipment Technician 08 Water Meter Technician 06 Water Service Inspector 05 Water Service Technician 07 Water Treatment Maintenance Worker 05 Watermain & Service Repair Worker 05 Welder/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.Blacksmith 08 X-ray Technician 06

Classifications. 20.1 Upon written Section 18.1 Should an employee believe a significant change has occurred in the duties and/or responsibilities of his/her position, which has served to make the current classification of that position incorrect, s/he may initiate a position classification validation by completing a Job Description Questionnaire. After completing this form, the employee may request from a bargaining unit member meeting with his/her supervisor to determine whether the position better fits a higher classification. If it is determined that the employee’s duties do match a higher classification, then the position may be reclassified to the University, the bargaining unit member’s position shall be reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned higher classification. The Union employee will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do soreceive the corresponding salary rate effective on the date the Job Description Questionnaire was completed. An If no agreement is reached, the employee may request only one file a grievance under the provisions of Article 6. The Employer may elect to remove the duties and responsibilities of the higher classification (1for example, if the employee does not meet the qualifications for the higher classification). In such a case, the employee shall be paid a premium retroactive for up to six (6) position review per twelve (12) month periodmonths for the period during which duties and/or responsibilities of the higher classification were performed. This premium shall be the salary for the higher classification, given the employee's length of service, minus the actual salary received. 20.2 The determination of whether Section 18.2 Whenever the bargaining unit member is working within the bargaining unit assigned Employer materially revises an existing covered classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as or establishes a result of a job audit or classification review of a bargaining unit member's positionnew covered classification, the position is determined Union reserves the right to be improperly classified, bargain the University will reclassify salary for that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject Employer shall submit a copy of the new or materially revised classification and description to the Union, along with a tentative salary range assignment. Within fourteen (14) calendar days after receipt of such submission, the Union may submit a written statement to the Employer that it desires to bargain the salary range for the new or revised classification (setting forth any objections it has to the proposed range assignment). If the Employer does not receive such statement within fourteen (14) calendar days after the Union's receipt of the submitted range assignment, such assignment shall be considered final. If such a statement is timely filed, the parties shall enter into bargaining for a period of twenty-eight (28) days or until agreement is reached. If no agreement is reached during this time, the Employer may implement its last best offer. Such range shall then remain in effect through the original titleremaining term of this Agreement, unless, the classification should again be materially revised by the Employer. Except as provided herein, the Union reserves the right to negotiate the wage scale for any new or substantially revised classification. B. The reclassification will be effective on Section 18.3 When the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests Employer undertakes a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each incumbent employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth an opportunity to provide input into the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable review process prior to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issueddecision being made. A. Whenever bargaining unit members are assigned to work Section 18.4 No employee employed in a higher level position for classification which is materially revised shall receive a continuous period reduction in salary as a result of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separationsuch revision. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.

Classifications. 20.1 Upon written request from a bargaining unit member The classifications included in the Bargaining Unit are set forth herein and the salary group to which they are assigned is shown opposite the University, the bargaining unit member’s position classification. Employees shall be reviewed by paid in the University salary group to determine the appropriateness of which the classification and whether or not is assigned in accordance with the bargaining unit member is working within wage rates set forth in Section 2117.113, Base Annual Salaries. A consolidation of class titles shall occur over the member’s assigned classificationlife of this agreement. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification A joint labor- management committee shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review formed within thirty (30) days after receiving said written notificationof the execution of this agreement for this purpose. Alternative methods The committee shall be comprised of resolution no more than three (3) four (4) representatives from each side. The committee shall review all class titles within the bargaining unit with the intent to consolidate classifications whenever reasonably possible. The committee's focus shall be upon the merger of classification disputes may be implemented upon mutual agreementclassifications within the same salary group. In the event that the Union It is not notified the intent to decrease any employee's pay as a result of any classification merger. The committee's review shall be based upon the knowledge, skills, and abilities determined by job audit or classification reviewanalyses for the classifications. Further, the time committee will endeavor to develop a career path for appeal shall be suspended until classifications within the determination bargaining unit. Where circumstances warrant, the committee may also consider whether a particular classification that is issued. A. Whenever bargaining unit members are assigned difficult to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence fill or vacancy, they will retain should be paid at a different step rate or salary group. Any reclassification proposed as a result of this study must be by mutual agreement of the minimum base rate City and union representatives. Once agreement has been reached on the consolidation of titles, the City shall develop the class specification for the higher position new classification defining the position, providing examples of duties, noting knowledges and skills, and specifying minimum requirements. All current employees serving either provisionally or at permanently in a rate classification that is at least five (5) percent, above their current base rate, whichever is greater, consolidated shall be deemed qualified for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resourcesnew classification. CLASSIFICATION SALARY GROUP Account Clerk 04 Accountant 09 Accounts Payable Control Clerk 06 Assessment Clerk 04 Assessment Technician (324-97) 07 Assistant Naturalist 07 Athletic Activities Aide 05 Athletic Activities Coordinator 08 Automotive Repair Technician 08 Automotive Service Worker 05 Backhoe Operator 06 Bacteriologist 09 Bricklayer 08 Bridge Mechanic 08 Bridge Operator 05 Building and Grounds Maintenance Worker 06 Building Inspector 09 ▇▇▇▇▇▇▇▇▇ 08 Cash Management Clerk 05 Cashier 04 Cemeteries Maintenance Worker 05 Chemical Storage Operator 05 Chemist/Classification Bacteriologist 09 Clerk 03 Clerk Aide 02 Clerk/Non-Typist 03 Collector/Investigator 07 Communications Technician 09 Computer Operator 05 Construction Inspector 06 Construction Technician 08 Correctional Officer Crane Operator 06 10 Custodian 02 Customer Service Contact Center Team Leader 08 Customer Service Clerk 05 Data Communications Technician 08 Data Entry Clerk 03 Data Processing Aide 03 Dental Assistant 04 Dispatcher 04 Drafter 06 Duplicating Technician 06 Electrical Inspector 09 Electrician 08 Engineering Accounts Technician 08 Engineering Aide 03 Engineering Data Control Technician 05 Environmental Services Technician 07 Environmental Specialist 09 Equipment & Records Technician 07 Equipment Operator 06 Equipment Repair Technician 06 Events Field Coordinator 06 Farmer 06 Fire Inspector 08 Food Service Specialist 08 Forestry Crew Leader 08 Forestry Inspector 09 General Inspector 08 Graphic Arts Technician (681-96) 09 Graphics Designer 07 Heating Inspector 09 Heavy Equipment Operator 06 Horticulture Technician 07 Horticulturist 09 Identification Technician 06 Industrial Accounts Clerk 07 Instrumentation Technician 08 Intermediate Account Clerk 05 Intermediate Clerk 04 Intermediate Engineering Aide 06 Laboratory Aide 03 Landscape Maintenance Worker 05 Legal Auditor 08 Legal Technician (469-97) 09 Light Equipment Operator 04 Machinist 08 Mail Clerk 03 Maintenance Worker 1 05 Marina Coordinator 07 Medical Assistant 04 Meter Reader 04 Millwright 08 Motor Equipment Technician 09 Naturalist 08 Nutritionist 10 Painter 08 Park Planner 10 Payroll Clerk 06 Permit Technician 09 Planning Technician 08 Plumber/Steamfitter 08 Plumbing Inspector 09 Police Data Control Clerk 05 Police Data Entry Clerk 04 Police Records Clerk 056 Police Stable Attendant 04 Pool/Rink Maintenance Coordinator 05 Programmer 07 Public Health Nurse Aide 02 Public Markets Worker 04 Purchasing Aide 05 Real Estate Records Clerk 05 Recreation Aide 06 Recreation Technician 07 Refrigeration Inspector 09 Rehabilitation Technician 09 Relocation Specialist 08 Sanitarian 09 Sanitarian-In-Training 08 Senior Account Clerk 06 Senior Assessment Clerk 05 Senior Bridge Mechanic 09 Senior Buildings and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human ResourcesGrounds Maintenance Worker 07 Senior ▇▇▇▇▇▇▇▇▇ 09 Senior Clerk 06 Senior Clerk-Utility Administration 06 Senior Computer Operator 06 Senior Data Entry Clerk 04 Senior Drafter 08 Senior Electrician 09 Senior Engineering Aide 07 Senior Equipment Repair Technician 07 Senior Landscape Maintenance Worker 06 Senior Stenographer 05 Senior Storekeeper 06 Senior Trades Mechanic 09 Senior Traffic Signal Technician 09 Senior Utility Worker 06 Senior Watermain & Service Repair Worker 07 Senior Water Treatment Maintenance Worker 07 Sewer Construction and Repair Worker 07 Sewer Maintenance Worker 05 Sign Inspector 08 Sign Painter 07 Sign Poster 05 Staff Accountant 11 Stenographer 04 Storekeeper 05 Tandem Truck Driver 05 Tax Auditor 08 Telephone Maintenance Technician 08 Telespection Technician 06 Therapeutic Recreation Technician 08 Trades Mechanic 08 Traffic Aide 05 Traffic Counter 05 Traffic Signal Technician 08 Traffic Technician 06 Tree Maintenance Worker 04 Tree Nursery Officer 09 Tree Service Worker 06 Utility Accounts Technician 06 Utility Service Locator 06 Utility Worker 04 Vehicle Parts Storekeeper 06 Water Control Room Operator 08 Water Dispatcher 05 Water Emergency Repair Worker 06 Water Loss Equipment Technician 08 Water Meter Technician 06 Water Service Inspector 05 Water Service Technician 07 Water Treatment Maintenance Worker 05 Watermain & Service Repair Worker 05 Welder/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.Blacksmith 08 X-ray Technician 06

Classifications. 20.1 Upon written request from a bargaining unit member The occupation classifications, and progression schedules, are set out at the end of this Article. When it is necessary to revise or add to this schedule the following procedure will apply. The Company will establish the title and rate for the revised or new classifications and will advise The Association of the facts and the reasons for the value of the classification, ten working days before it is implemented. Should The Association wish to object, The Company and The Association will attempt to reach an agreement. Should it still be necessary, The Company and The Association may take such disagreement to an Arbitrator in accordance with provisions of Article of this Agreement. In reaching its decision on the value of the revised or new classification the Arbitrator is confined to evaluating the classification in relationship to the Universityvalue of existing classifications in this Agreement. A new employee will be hired at not less than the minimum rate for the occupational classification for which is hired and will be advanced in accordance with the progression and rates set out in the schedule provided is performing satisfactorily. Progression will be delayed by any layoff equal to the duration of the layoff. Employees may be advanced more quickly than the time progression schedule requires. In cases where the employee is not paid the scheduled rate, this may be a subject for the bargaining unit member’s position grievance and arbitration procedures. A member who is hired into a different classification or a different level will be treated the same as a new employee except rate will not be below current rate provided it does not exceed the maximum rate of the new classification or grade. Such pay level shall be reviewed deemed to have been achieved by time in the University to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned new classification. The Union will represent bargaining unit members desiring levels assigned to submit facts relative to their classification for consideration the positions have been determined by the recognition of the "needs of the business" and the "value of current work". It is recognized that evaluations are not static and will be afforded reasonable opportunity reviewed periodically with respect to do sochanging conditions. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination A Performance Evaluation will be completed annually and reviewed with each member. It will serve as a basis of whether mutual understanding between management and the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties and will indicate to the Classification Specification. A. Ifmember what is expected to accomplish and how is being measured. During this evaluation the following points will be discussed, as a result of a job audit or classification review of a bargaining unit minimum: Review the member's position, performance of the position past year. Review what is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain required of in the original title. B. The reclassification will be effective on coming year. Review the first day requirements to achieve a merit increase in the coming year, if any. Review and set goals for completion. Occupational Classification and Wage Schedule for Employees Occupational Classification Level General Labourer Assembler Custodian Material Handler MaintenanceAsst. Manufacturing Associate Assembler Quality Assurance Inspector Test Technical Operator Test Assembler Quality Assurance Inspector I Assembler I Test I Maintenance Leader: above the job rate of the pay period immediately following highest occupational classification in the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, group that they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issued. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two lead. employees will receive mileage and expense reimbursementwhen required to perform duties outside the plant at supplier locations. FOR THE YEAR (2% Increase) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.FOR Occupational Classifications Administrative Associate Administrative Associate Administrative Associate Administrative Associate I Draftsperson Draftsperson Draftsperson EngineeringAssociate EngineeringAssociate EngineeringAssociate EngineeringAssociate I Sales Correspondent Sales Correspondent Sales Correspondent I Level Buyer Laboratory Associate Laboratory Associate Laboratory Associate Laboratory Associate I Field Serviceperson Field Serviceperson Field Serviceperson Field Serviceperson I