Common use of Reclassification Procedure Clause in Contracts

Reclassification Procedure. If an employee feels that his/her job classification may no longer be correct due to significant changes in the job duties and/or responsibilities of the position, the employee may obtain a position classification study from the Human Resources Department, complete it and submit the request to his/her immediate supervisor. The written request shall include the reason(s) for the job evaluation study and detail the significant changes in the job duties and/or responsibilities. The immediate supervisor shall review the request and forward it to the department xxxx/director who shall review the request and respond to the employee within twenty (20) working days. If the xxxx/director agrees with the changes in the job duties and responsibilities of the position, he/she shall forward a request, no later than November 1, to the Human Resources Department for a job description questionnaire for the employee to complete. If the immediate supervisor or the xxxx/director does not agree with the changes in the job duties and responsibilities of the position, the employee has the option to review the request with the next level of supervision and receive an answer finalizing the job duties and responsibilities within ten (10) working days. The two (2) completed forms shall be returned to the immediate supervisor and he/she shall review the responses to determine that the responses accurately represent the duties and responsibilities of the position and forward the forms to the department xxxx/director for review. Any discrepancies shall be reviewed with the employee, corrected, and agreed to prior to forwarding the completed forms to the Human Resources Department for evaluation. The completed forms must be received by the Human Resources Department between January 15 and February 15 of each year. Based on the results of the evaluation, a determination will be made as to whether there have been significant changes in job duties and/or responsibilities to result in a change in level. The result of the evaluation will be sent to the xxxx/director by March 15 for discussion with the employee. Should the employee disagree with the evaluation decision, the employee may appeal the decision and submit his/her rationale for the appeal to a review panel consisting of two (2) administrators appointed by the College President and two (2) professional/technical employees appointed by the Union. The appeal must be received by the Human Resources Department by April 1. The panel shall review the evaluation and issue a final decision by May 1. The decision of the panel shall be non- precedential.

Reclassification Procedure. If an employee feels that his/her job classification may no longer be correct due to significant changes in the job duties and/or responsibilities of the position, the employee may obtain a position classification study from the Human Resources Department, complete it and submit the request to his/her immediate supervisor. The written request shall include the reason(s) for the job evaluation study and detail the significant changes in the job duties and/or responsibilities. The immediate supervisor shall review the request and forward it to the department xxxx/director who shall review the request and respond to the employee within twenty (20) working days. If the xxxx/director agrees with the changes in the job duties and responsibilities of the position, he/she shall forward a request, no later than November 1, to the Human Resources Department for a job description questionnaire for the employee to complete. If the immediate supervisor or the xxxx/director does not agree with the changes in the job duties and responsibilities of the position, the employee has the option to review the request with the next level of supervision and receive an answer finalizing the job duties and responsibilities within ten (10) working days. The two (2) completed forms shall be returned to the immediate supervisor and he/she shall review the responses to determine that the responses accurately represent the duties and responsibilities of the position and forward the forms to the department xxxx/director for review. Any discrepancies shall be reviewed with the employee, corrected, and agreed to prior to forwarding the completed forms to the Human Resources Department for evaluation. The completed forms must be received by the Human Resources Department between January 15 and February 15 of each year. Based on the results of the evaluation, a determination will be made as to whether there have been significant changes in job duties and/or responsibilities to result in a change in level. The result of the evaluation will be sent to the xxxx/director by March 15 for discussion with the employee. Should the employee disagree with the evaluation decision, the employee may appeal the decision and submit his/her rationale for the appeal to a review panel consisting of two (2) administrators appointed by the College President and two (2) professional/technical employees appointed by the Union. The appeal must be received by the Human Resources Department by April 1. The panel shall review the evaluation and issue a final decision by May 1. The decision of the panel shall be non- non-precedential.

Reclassification Procedure. If an employee feels that his/her their job classification may no longer be correct due to significant changes in the job duties and/or responsibilities of the position, the employee may obtain a position classification study from the Human Resources Department, complete it and submit the request to his/her their immediate supervisor. The written request shall include the reason(s) for the job evaluation study and detail the significant changes in the job duties and/or responsibilities. The immediate supervisor shall review the request and forward it to the department xxxx/director who shall review the request and respond to the employee within twenty (20) working days. If the xxxx/director agrees with the changes in the job duties and responsibilities of the position, he/she they shall forward a request, no later than November 1, to the Human Resources Department for a job description questionnaire for the employee to complete. If the immediate supervisor or the xxxx/director does not agree with the changes in the job duties and responsibilities of the position, the employee has the option to review the request with the next level of supervision and receive an answer finalizing the job duties and responsibilities within ten (10) working days. The two (2) completed forms shall be returned to the immediate supervisor and he/she they shall review the responses to determine that the responses accurately represent the duties and responsibilities of the position and forward the forms to the department xxxx/director for review. Any discrepancies shall be reviewed with the employee, corrected, and agreed to prior to forwarding the completed forms to the Human Resources Department for evaluation. The completed forms must be received by the Human Resources Department between January 15 and February 15 of each year. Based on the results of the evaluation, a determination will be made as to whether there have been significant changes in job duties and/or responsibilities to result in a change in level. The result of the evaluation will be sent to the xxxx/director by March 15 for discussion with the employee. Should the employee disagree with the evaluation decision, the employee may appeal the decision and submit his/her their rationale for the appeal to a review panel consisting of two (2) administrators appointed by the College President and two (2) professional/technical employees appointed by the Union. The appeal must be received by the Human Resources Department by April 1. The panel shall review the evaluation and issue a final decision by May 1. The decision of the panel shall be non- non-precedential.

Reclassification Procedure. If an An employee feels that who can no longer qualify because of inability to fully perform the duties of his/her regular job classification due to physical or mental impairment, will be reclassified in accordance with the following: He/she shall be given the opportunity to transfer to the highest classification for which he/she is qualified and able to discharge the duties. Such incapacitated employee may exercise his/her Company seniority and displace the employee with the latest seniority date in any classification for which he/she qualifies, and within any station, area, or department. The employee displaced may exercise his/her seniority in accordance with other provisions in Section IX Seniority. An employee who accepts a new job on this basis shall have the right to disqualify himself/herself or the Company shall have the right to disqualify him/her within a six-month period, and his/her rate of pay in a job classification to which he/she is then transferred shall be in accordance with the formula provided in this Section XI, Incapacitated Employees, as if it were at the time of incapacity. If for any reason an incapacitated employee later becomes further incapacitated, he/she shall be assigned to another new job classification and be paid a rate of pay based on the formula in this Section XI, Incapacitated Employees, between the new job classification and the employee’s rate of pay as of the latest incapacity. If the job occupied by an incapacitated employee is eliminated, or job content changed so he/she can no longer perform the additional duties, or an incapacitated employee is displaced by another incapacitated employee with greater Company seniority, he/she shall be correct due given the opportunity to significant changes transfer to a new job classification for which he/she is qualified. His/her new rate of pay shall be in accordance with the job duties and/or responsibilities formula in this Section XI, Incapacitated Employees, as if it were at the time of the positionoriginal retrogression. His/her adjusted rate of pay shall include any general adjustments granted between the date of his/her original retrogression and the date assigned to the new classification. If an incapacitated employee elects not to displace any other employee or cannot fully perform the duties of any other job classification, he/she will be laid off and receive separation allowance as provided in Section XXIV, Separation Allowance. In the event an incapacitated employee may obtain a position classification study from the Human Resources Department, complete it subsequently becomes rehabilitated and submit the request is qualified to return to his/her immediate supervisor. The written request shall include the reason(s) for the job evaluation study and detail the significant changes in the job duties and/or responsibilities. The immediate supervisor shall review the request and forward it to the department xxxx/director who shall review the request and respond to the employee within twenty (20) working days. If the xxxx/director agrees with the changes in the job duties and responsibilities of the former position, he/she shall forward a request, no later than November 1, have the right to the Human Resources Department for a job description questionnaire for the employee to complete. If the immediate supervisor or the xxxx/director does not agree with the changes return and shall have accrued seniority in the job duties and responsibilities of the position, the employee has the option to review the request with the next level of supervision and receive an answer finalizing the job duties and responsibilities within ten (10) working days. The two (2) completed forms shall be returned to the immediate supervisor and which he/she shall review the responses to determine that the responses accurately represent the duties and responsibilities of the position and forward the forms to the department xxxx/director for review. Any discrepancies shall be reviewed with the employee, corrected, and agreed to prior to forwarding the completed forms to the Human Resources Department for evaluation. The completed forms must be received by the Human Resources Department between January 15 and February 15 of each year. Based on the results of the evaluation, a determination will be made as to whether there have been significant changes in job duties and/or responsibilities to result in a change in level. The result of the evaluation will be sent to the xxxx/director by March 15 for discussion with the employee. Should the employee disagree with the evaluation decision, the employee may appeal the decision and submit his/her rationale for the appeal to a review panel consisting of two (2) administrators appointed by the College President and two (2) professional/technical employees appointed by the Union. The appeal must be received by the Human Resources Department by April 1. The panel shall review the evaluation and issue a final decision by May 1. The decision of the panel shall be non- precedentialreturns.