In-Grade Pay Adjustment Sample Clauses

In-Grade Pay Adjustment. A. A bargaining unit member may request at any time that their position be reviewed for the purpose of determining if they are eligible for an in-grade pay adjustment by submitting to ▇▇@▇▇▇.▇▇▇ a completed Position Audit packet found on the Human Resources webpage. The employee will receive acknowledgement of their submission through a response email. B. Requests may not be submitted more than once every twelve (12) months. C. In-grade pay adjustment requests shall be time stamped and will normally be evaluated in date order, subject to the discretion of the Office of Human Resources. If not evaluated in date order, the Office of Human Resources will electronically notify the Union President. D. To be eligible for an in-grade pay adjustment, the bargaining unit member must be performing additional tasks, responsibilities, and duties that are not part of a higher pay grade. The duties must be a continuing and recurrent part of the bargaining unit member’s job duties and not temporary or infrequent job duties. E. The University will inform the bargaining unit member of the results of the audit at the soonest possible time but no later than one hundred eighty (180) days from the receipt of the request for the in-grade pay adjustment. F. If it is determined that a movement within a pay grade is to be made, the Chief Human Resources Officer or their designee will recommend a base salary adjustment ranging from one percent (1%) to ten percent (10%). G. If the bargaining unit member is approved for an in-grade pay adjustment, the effective date of the increase shall be no later than the beginning of the pay period immediately after receipt of the written request for the in-grade pay adjustment by the Office of Human Resources. H. If an in-grade pay adjustment is denied, the Office of Human Resources will provide the bargaining unit member a report and analysis that addresses the denial of the request.