Classification Decisions Sample Clauses

Classification Decisions. The decisions of the Commissioner of Minnesota Management & Budget pursuant to Sections 8 and 9 shall not be subject to the grievance and arbitration provision of this Agreement. Nurses may appeal the decision under Minnesota Statutes and Administrative Procedures of Minnesota Management & Budget.
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Classification Decisions. Classification decisions by the Board shall be by the consensus of the members. When the Board reaches a decision, it will be communicated to the supervisor and the staff member. If the application is denied, the decision, along with a brief rationale, must be in writing. If the Board is unable to reach a consensus, the review request with a statement of the issues will be forwarded to the Human Resources Librarian. Based on an analysis of the forwarded materials and any other relevant data, the Human Resources Librarian, in collaboration with the University's Director of Compensation or designee, will issue a decision within ten (10) working days of notification from the Board. Appeal of the decision of the Human Resources Librarian and the University's Director of Compensation or designee may be made by either the staff member, Union, or supervisor. The appeal will be made to the Director of Labor Relations or designee who may consult with relevant parties before making a decision. The Director of Labor Relations or designee must respond to the appeal in writing within five (5) working days of the hearing unless there is an agreed upon extension. Failure to respond in a timely manner will move the appeal decision to the final level of the appeal process. The petitioner may request a final appeal of the Director of Labor Relations or designee decision. This request must be made within ten (10) working days of receiving the response. An independent consultant who is expert in compensation and classification, and who is mutually agreed upon by the University and the Union, will review the classification request and all relevant materials. The consultant will consider each case appealed to him/her on its individual merit, and any determination by the consultant will not be applicable to other employees. The consultant will conduct hearings in an expeditious manner, and will submit findings and a binding decision to the parties within thirty (30) calendar days of the hearing date, or within any agreed upon extension period. Classification of Vacated Positions Once vacated, a position may be reclassified with notification to the Board. The Human Resources Librarian will review all vacated positions with supervisors prior to posting, and will notify the Classification Review Board when the new position description form is completed. When the position is filled, if the new incumbent believes the duties are those of a different classification, the incumbent may f...
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Classification Decisions. The decisions of the Commissioner of Finance & Employee Relations pursuant to Sections 8 and 9 shall not be subject to the grievance and arbitration provision of this Agreement. Nurses may appeal the decision under Minnesota Statutes and Administrative Procedures of the Department of Finance & Employee Relations.
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Related to Classification Decisions

  • Classification Review (a) An Employee who has reason to believe that they are improperly classified due to a substantial change in job duties, may apply to the Department Director, or designate, to have the Employee’s classification reviewed. The Director, or designate, will review the Employee’s application and advise the Employee of the Employer’s decision.

  • Classification Appeal Procedure An employee shall have the right to appeal, through the Union, the classification of the position the employee occupies, or where a point rating plan has been used, the right to appeal the position's level. Classification matters are not grievable under Article 8 of this Agreement. Instead, the following procedures shall be followed.

  • Classification Plan Revisions A. The Employer will provide to the Union, in writing, any proposed changes to the classification plan including descriptions for newly created classifications. Upon request of the Union, the Employer will bargain, in accordance with Article 37, Mandatory Subjects, the effect(s) of a change to an existing class or newly proposed classification.

  • Arbitration Decisions Unless otherwise agreed by the Parties, the arbitrator(s) shall render a decision within ninety (90) Calendar Days of appointment and shall notify the Parties in writing of such decision and the reasons therefor. The arbitrator(s) shall be authorized only to interpret and apply the provisions of this LGIA and shall have no power to modify or change any provision of this Agreement in any manner. The decision of the arbitrator(s) shall be final and binding upon the Parties, and judgment on the award may be entered in any court having jurisdiction. The decision of the arbitrator(s) may be appealed solely on the grounds that the conduct of the arbitrator(s), or the decision itself, violated the standards set forth in the Federal Arbitration Act or the Administrative Dispute Resolution Act. The final decision of the arbitrator(s) must also be filed with FERC if it affects jurisdictional rates, terms and conditions of service, Interconnection Facilities, or Network Upgrades.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • COVERED CLASSIFICATIONS All employees shall be subject to post-Accident testing under this Agreement. All employees who perform Safety-Sensitive Functions, as defined in this Policy, shall be subject to reasonable suspicion testing.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • Classification Plan (a) The Employer and the Union recognize the need to maintain the principles of Pay Equity to evaluate jobs in the Public Service bargaining unit. The parties also agree to apply the Public Service Job Evaluation Plan in accordance with those principles to all bargaining unit positions using the gender neutral plan factors and degrees in the Public Service Job Evaluation Plan. The Public Service Job Evaluation Plan will be used to evaluate positions in the Main Agreement and to determine their appropriate factor ratings.

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