Common use of Position Audits Clause in Contracts

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. A bargaining unit member may request at any time, but not more than once per fiscal year (and not more than once in any six (6) month calendar period), in writing to the Chief Human Resources Officer or his/her designee, that their his/her position description 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 auditgrade. 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 assigned duties that would result in assignment to a higher position title and pay grade or duties that are not related to the basic function and responsibility of the positiongrade, the University shall either assign the position to 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 his/her 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 Chief Human Resources Officer or his/her designee. Job audit requests shall be date stamped and normally will be evaluated in date order, subject to the discretion of the Office of Human Resources. If it is determined that a position not evaluated in date order, the Office of Human Resources will be moved to a higher pay grade, electronically notify the Union. The University will inform the bargaining unit member will receive a minimum of five percent salary increase the results of the audit at the soonest possible time and no later than one hundred and ten (110) one-hundred-and-eighty (180) days of from the receipt of the request for each pay grade move upwardsaudit.

Position Audits. A bargaining unit member may request at any timeEach employee shall be provided, that 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 audited for the purpose of determining if provided when the position is 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 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 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 evaluated in date ordercontained within his/her classification, the Office Director of Human Resources 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 electronically notify be issued. If the Union Presidentduties 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 University will inform the bargaining unit member amount of the results 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 audit at higher classification. In no event shall the soonest possible time but no later monetary award be retroactive to a date earlier than one hundred and eighty four (4) calendar days from receipt prior to the date 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. A bargaining unit member may request at any time, but not more than once per fiscal year (and not more than once in any six (6) month calendar period), in writing to the Chief Human Resources Officer or his/her designee, that their his/her position description 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 auditgrade. 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 assigned duties that would result in assignment to a higher position title and pay grade or duties that are not related to the basic function and responsibility of the positiongrade, 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 his/her 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 Chief Human Resources Officer or his/her designee. Job audit requests shall be date stamped and normally will be evaluated in date order, subject to the discretion of the Office of Human Resources. If it is determined that a position not evaluated in date order, the Office of Human Resources will be moved to a higher pay grade, electronically notify the Union. The University will inform the bargaining unit member will receive a minimum of five percent salary increase the results of the audit at the soonest possible time and no later than one hundred and eighty (180) days from the receipt of the request for each pay grade move upwardsaudit.