Position Audits. Each employee shall be provided, upon request, with a copy of his/her position description. New employees shall be provided a copy of their position descriptions. Copies shall also be provided when the position descriptions are changed. If an employee believes that he/she has been assigned duties not within his/her current classification, the employee may file a request for a position audit in writing with the Director of Human Resources, or person holding a similar position, or his/her designee. The request shall state the duties performed by the higher classification that contains those duties, and how those duties differ from the duties normally assigned to the employee’s current classification. An employee may request only one (1) position audit in any twelve (12) month period unless the employee provides documentation at the time of the request, demonstrating that the duties of his/her position have been substantially changed since the date of the last request for a position audit. The Director of Human Resources, or person holding a similar position, or his/her designee, shall investigate and issue a decision within thirty (30) calendar days. If the Director of Human Resources, or person holding a similar position, or his/her designee, determines that the grievant is performing duties not contained within his/her classification, the Director of Human Resources, or person holding a similar position, or his/her designee, shall direct the employee’s supervisor to immediately discontinue the duties. No meeting shall be held. If the duties are determined to be those contained in a classification with a lower pay range than that of the employee’s current classification, no monetary award will be issued. If the duties are determined to be those contained in a classification with a higher pay range than that of the employee’s current classification, the Director of Human Resources, or person holding a similar position, or his/her designee, shall issue an award of monetary relief, provided that the employee has performed the duties for a period of four (4) or more working days. The amount of the monetary award shall be the difference between the grievant’s base rate of pay, and the base rate of pay (at the applicable step) of the higher classification. In no event shall the monetary award be retroactive to a date earlier than four (4) calendar days prior to the date of the request for a position audit.
Position Audits. A bargaining unit member may request at any time, that their position be audited for the purpose of determining if the position is in the proper pay grade by submitting a formal completed Position Audit Questionnaire provided by the University. Requests may not be submitted more than once every twelve months. Position audit 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. 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 and eighty days from receipt of the request for audit. To be eligible for a position audit review, an employee must be performing significant additional work of a higher pay grade or duties that are not related to the basic function and responsibility of the position. The duties must be a continuing and recurrent part of the employee’s job duties and not temporary or infrequent job duties. If, as a result of the audit, the University determines that a bargaining unit member has been performing significant additional work of a higher pay grade or duties that are not related to the basic function and responsibility of the position, the University shall either assign the appropriate position title and pay grade or cease to assign the bargaining unit member that portion of the duties which caused the position to be assigned the higher position title and pay grade. If the University ceases to assign the bargaining unit member that portion of their duties which do not properly fall within the current position title and pay grade, the University will notify the bargaining unit member of the decision in writing. If the position is assigned a new position title and pay grade, the effective date of the reclassification shall be no later than the beginning of the pay period immediately after the receipt of the written request for the audit by the Office of Human Resources. If it is determined that a position will be moved to a higher pay grade, the bargaining unit member will receive a minimum of five percent salary increase for each pay grade move upwards.
Position Audits. Each employee shall be provided, upon request, a copy of his or her position description. An employee may request a review of the classification of his or her position. The Employer may request a review of the classification of any encumbered position assigned to the Employer. Requests for position audits shall be made in writing on a form provided by the Employer. Position audits shall be conducted pursuant to the procedures set forth in Chapter 123:1-3 of the Ohio Administrative Code in effect on the date of ratification of this Agreement. In the event of reclassification due to a job audit, the reclassification shall be effective as of the date of the notice of determination from (DAS). Appeals of position audits shall be through the standard grievance and arbitration procedure(s), rather than through the State Personnel Board of Review.
Position Audits. A bargaining unit member may request at any time, but not more than once per fiscal year, in writing to the Chief Human Resources Officer that his/her position description be audited for the purpose of determining if the position is in the proper pay grade. If, as a result of the audit, the University determines that a bargaining unit member has been assigned duties that would result in assignment to a higher pay grade, the University shall either assign the position to the appropriate pay grade or cease to assign the bargaining unit member that portion of the duties which caused the position to be assigned the higher pay grade. If the University ceases to assign the bargaining unit member that portion of his/her duties which do not properly fall within the current pay grade, the University will notify the bargaining unit member of the decision in writing. If the position is assigned a new pay grade, the effective date of the reclassification shall be no later than the beginning of the pay period immediately after the receipt of the written request for the audit by the Chief Human Resources Officer. The University will inform the bargaining unit member of the results of the audit no later than one hundred and ten (110) days of the receipt of the request for audit.
Position Audits. The language in this Article continues unchanged from the previous Agreement.
Position Audits. If any regular full-time or regular part-time worker believes that his or her position is incorrectly classified, or that the responsibilities of the position are inadequately described, he or she may request a position audit by the CEO, or designee. Requests for audits shall be handled promptly and through the following procedures:
Position Audits
