Classification Review Clause Samples

Classification Review. Grand Valley State University and APSS shall jointly determine the review assessment survey instrument to be used at Grand Valley State University. The parties shall maintain a Joint Review Committee, composed of three members appointed by the Human Resources Office and three members appointed by the Alliance. Bargaining unit members questioning the assigned classification of their position may do so by using the following procedure: A. Meet with the Employment Manager in the Human Resources Office to discuss the review process, changes in their job responsibilities, duties and any other process questions they may have. B. PSS member will fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. The survey instrument will be jointly administered/reviewed by the Assessment Team (consisting of the Employment Manager and an Alliance member of the Joint Review Committee). A meeting with the PSS is scheduled for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. The completed survey instrument shall be coded. The survey results, as determined by the Assessment Team, shall be shared with the survey participant. D. After receiving the survey results, the survey participant, if they so choose shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. The Joint Review Committee shall then deliberate as to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance may appeal that decision through the arbitration procedure of the collective bargaining agreement. Professional Support Staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Representative that a Supervi...

Classification Review. (A) Reclassification Request (a) An employee who has good reason to believe that they are improperly classified may apply, in writing by electronic mail, to their immediate out-of-scope Manager to have their classification reviewed. This may occur when there has been a substantive change in the job functions, when there has been a change in organizational structure that significantly impacts roles, or when a classification specification has been amended in a manner that alters the basis on which classification levels are differentiated. The employee making the request will indicate the reason(s) why they believe their position is inappropriately classified, including the changes that have occurred to the position, organization or classification specifications. In some circumstances, a classification review may be initiated in response to a long standing perceived inequity in how a position is classified. However, where a review has been previously conducted, employees should not request a subsequent classification review unless there has been a substantive change as described above. Submissions must include an approved job description, in the event that a current job description is not available an employee can initiate their written request so as to establish a potential effective date as per article 40.04(a). The manager shall send a copy of the employee’s request to Human Resources without delay, and shall confirm in writing to the employee and the Union that the employee’s request has been received. The manager shall advise the employee of the results of the classification review within ninety (90) calendar days of receiving the request. The notification shall be in writing and include rationale for the decision, specifically addressing the reasons for the review provided by the employee. (b) When reviewing a request for reclassification, the Employer shall follow the guidelines included in the Classification Specification User Manual. Requests are reviewed by the Employer. The evaluation of the role may include an audit of the role, including interviews with the Employee and the Employee’s Manager as needed. (c) Should the employee feel that they have not received proper consideration in regard to a classification review, they may request that the matter be referred to the Internal Appeal Process.

Classification Review a) In the event that an employee believes that their current position is not properly allocated, the employee may request a classification review of their current position. b) Where a classification review is requested, the job description will be updated and a review of the position conducted to determine the appropriate classification based on a comparison to the classification guideline criteria and other similar positions. The employee and the Union will be advised, in writing, of the results of the classification review.

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. (b) Following the Employer’s decision in Article 14.07(a), should the Employee feel that they are still improperly classified, they may request that the matter be further reviewed by discussion between the Union and the Employer. (c) The Employer shall notify the Union of its decision within sixty (60) calendar days of the matter being brought by the Union to the Employer under Article 14.07(b). (d) The Employer’s decision in Article 14.07(c) shall not be subject to the Grievance and Arbitration procedure.

Classification Review. (A) When an employee alleges that he is being regularly required to perform duties that are not included in the position description of the position being filled by the employee, and the employee alleges that the duties assigned are not included in the occupation profile to which the position is allocated, the employee may request in writing that the Agency Head review the duties assigned to the employee’s position. The Agency Head or designee shall review the duties as requested. The employee will receive a copy of the written decision within 60 days of the request. If the decision is that the duties assigned are sufficient to justify reclassifying the position, either the position will be reclassified or the duties in question will be removed. Shortage of funds shall not be used as the basis for refusing to reclassify a position after a review has been completed. (B) If the employee is not satisfied with the decision, the employee, with or without representation, may request in writing a review by the Secretary of the Department of Management Services or designee. The written decision of the Secretary of the Department of Management Services or designee as to the classification of the position shall be final and binding on all parties.

Classification Review. A. An employee may request a classification review of the employee’s position. Such request shall be forwarded through the line of supervision on the appropriate form to the Human Resources Director. B. An employee shall not submit such a subsequent request prior to 18 months after completion of any previous classification review unless the employee's position has undergone a considerable change in duties and responsibility. C. The employee shall be notified in writing of the classification review decision.

Classification Review. (a) An employee who has good reason to believe that they are improperly classified may apply to the Manager of the Department to have their classification reviewed. The Manager of the Department will give consideration to such application and notify the employee accordingly. (b) Should the employee feel that they have not received proper consideration in regard to a classification review, they may request that the matter be further reviewed by discussion between the Union and the Employer. (c) The Employer shall notify the Union of their position within thirty (30) days of the matter being brought to them by the Union.

Classification Review. Where the duties of a position have significantly changed, an employee may submit a request to Human Resources for a review of the class code level of their position. Human Resources will ensure that a position description is developed and approved by the first level Manager. (a) Within 10 days of receiving the final position description, Human Resources will review the documentation and the Class Code Descriptors and determine the appropriate class code level for the position. The decision will be communicated to the Union prior to being finalized. (b) Should the class code level of the position change as a result of the review, the effective date will be the date the position description was signed. The rate of pay for the incumbent(s) in the position will be changed to reflect the current rate at that class code level and there will be no requirement to post the position.

Classification Review. A. An employee who disagrees with his/her job classification, may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. Upon receipt of a Reclassification Request Form from an employee, the AOC will send a letter stating that it has received the form and that, if appropriate based upon the additional identified duties, the employee will be scheduled within thirty (30) days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within thirty (30) calendar days to complete the JIQ on the first mutually agreeable date. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. B. The Judiciary retains the right to direct an employee to submit to the JIQ process. C. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed sixty (60) days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, whether it was initiated by the employee or by Judiciary management, she/he may file a written appeal within twenty (20) calendar days. D. Upon a classification determination that higher level duties are being performed the higher level duties shall be immediately removed. The employee will receive the higher level pay retroactive to the pay period immediately after fourteen (14) days from the date the local Human Resources Office received the Reclassification Request Form until the date the higher level duties are relinquished. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection. E. A classification review, whether initiated by the employee or the Judiciary, is governed exclusively by the provisions of this article and is not subject to the contractual grievance procedure in Article 10.