Position Reclassification. An employee who is an incumbent of a position which is reclassified to a class which is allocated to the same range of the basic salary schedule as is the class of the position before it was reclassified, shall be paid at the same step of the range as the employee received under the previous classification. An incumbent of a position which is reclassified to a class which is allocated to a lower range of the basic salary schedule shall continue to receive the same salary as before the reclassification, but if such salary is greater than the maximum of the range of the class to which the position has been reclassified, the salary of the incumbent shall be reduced to the maximum salary for the new classification. The salary of an incumbent of a position which is reclassified to a class which is allocated to a range of the basic salary schedule greater than the range of the class of the position before it was reclassified shall be governed by the provisions of Section 5.9 - Salary on Promotion.
Position Reclassification. Section 16.1 Allocations or reallocations must be based upon a review and analysis of the duties and responsibilities of the position.
Position Reclassification. Employees whose position is reclassified to a class having a higher pay range shall normally receive an increase to the first step above their present regular rate of pay in the pay range of the new class. The Foundation, however, shall review the circumstances pertinent to the reclassification and may award at least one additional increment in a case which, if granted, would be effective on the date that the reclassification request was initiated. Eligibility for future salary adjustments shall be determined in accordance with Articles 14.01.02 and/or 14.01.02.01 until the employees reach the maximum step in the range to which their position has been classified. In the event the Union disagrees with the step assigned to an employee whose position has been reclassified to a class having a higher pay range, then such dispute shall be referred to the Umpire as described in Article 26 for resolution, provided such reclassification was as a result of a decision made by the Umpire appointed in accordance with the procedures of Article 26.
Position Reclassification. The University shall determine whether any position requires reclassification. If reclassification occurs, the position shall be placed in the appropriate classification. The employee holding such position shall receive the hourly wage rate equivalent to the reclassified position on the established wage scale in Section 11.1, effective the date of the first day of the payroll period following the date the reclassification is approved. If a determination is made by the Union that an employee’s position is not properly classified by the University, that position classification will be subject to the grievance procedure. In the event that the grievance for reclassification results in a determination that the position should be downgraded, the employee shall be demoted to the proper classification and his/her salary shall be red-circled, meaning that the employee’s salary shall remain the same until such time his/her salary for such position classification is consistent with that of the established rate of pay for the position.
Position Reclassification. An employee who believes his/her position is wrongly classified may submit a written request to the Human Resources Department for reclassification. Requests shall state the reason the employee believes the present class is not appropriate and which class the employee believes is appropriate, based on the employee's present duties. Requests must be made to the Human Resources Department eachOctober so that changes may be included in the mid-year budget adjustments or February so that changes may be included in the next fiscal year budget.
Position Reclassification. If the District reclassifies a position to a lower paying position, the incumbent employee’s wage shall be frozen until such time as the lower wage catches up to the frozen wage. From that point on, the incumbent employee shall benefit from any general wage adjustments that are negotiated.
Position Reclassification. When warranted by a substantial, non-temporary increase in the complexity of duties or level of responsibilities assigned to a position, such position shall be reclassified to an appropriate classification in a higher salary grade, or the higher level duties reassigned by the City. If the position is filled at the time of reclassification, the employee’s salary shall be adjusted by assigning the employee to, a step equal to or the nearest higher step in the new pay grade, relative to the employee’s current pay rate. Upon reclassification, an employee's performance evaluation date shall remain the same. Employees who believe they are working in a higher classification must initiate a request for position classification review to the City Human Resources Department by completing the Position Description Questionnaire (PDQ) form. The City’s liability for retroactive pay shall be limited to 12 months from the date the PDQ was received by the Human Resources Department.
Position Reclassification. The process by which an individual position may be audited to review the appropriateness of its classification is provided in this Article.
Position Reclassification. If a position is reclassified to a higher pay grade, the employee is eligible for a 5% salary increase for a reclassification of one pay grade, and an additional 2.5% for reclassification of each additional pay grade up to a maximum of 15%. The resulting pay will be no less than the minimum of the assigned pay grade, but not more than the maximum salary of the assigned pay grade. Reclassification or changes in pay grade, whether resulting from an internal or external compensation study or individual change in pay grade, shall not be retroactive. Placement of positions resulting from an internal or external comprehensive review are not considered a reclassification, therefore grade changes may not result in pay adjustments unless the employee’s salary is below the minimum of the assigned pay range. Any exceptions to this procedure require the approval of the City Manager.
Position Reclassification. When the incumbent of a position, through diligent application of the work, is officially assigned more difficult and significant additional responsibilities and duties so that it appears that the position warrants reallocation to a higher pay grade, the Personnel Department shall perform a study of the duties and responsibilities of the position. If it is determined that the position should be reallocated to a higher level class, the Personnel Director may recommend a position reclassification to the County Administrator. Once approved the Personnel Director may require that the incumbent undergo a prescribed test of fitness, depending on the conditions of the reclassification and the nature of the position to be reclassified. Tests may include written or oral examination, interview, or performance test. Should the employee fail the examination, or for some other valid reason is not selected to fill the vacancy, the employee shall remain in his current position. Should the position be reclassified to a job classification with the same pay grade as that of the original classification, the incumbent employee may receive a corresponding change in title without the benefit of examination. Should the position be downgraded to a job classification with a lower pay grade than that of the original classification, the incumbent may be offered transfer to a vacancy, if one exists, in the original classification in the same or other department/division. If the transfer is not accepted, the employee will remain in the existing position at the downgraded title and pay grade. A position reclassification will not result in a salary adjustment unless the incumbent is not in the pay range of the new pay grade. RELIEF HOME DELIVERY DRIVERS-LIMITATION ON BENEFITS The following relief workers are limited to compensation for only those hours the employee actually works, and they are not entitled to any other benefits nor may they avail themselves of the grievance or disciplinary appeal processes: XXXX XXXXXXXX XXXX XXXXXXX-XXXXXX XXXXXX XXXXX AGREEMENT POSTING This Agreement shall be posted on the County Website (xxx.xxxxxxxxxxxxx.xxx) within thirty
