Reclassification Requests. If an employee who has completed his/her probationary/orientation period believes that his/her job is incorrectly classified, he/she should submit a request to his/her manager for a review of the job classification. The request must be made on the designated form, and must include the reasons the employee believes that his/her job is inappropriately classified. Upon receipt of a reclassification request, the manager shall review the job classification in accordance with Article 31.05 above, and will attempt to resolve the matter if the manager believes there is merit to the request. If the matter is not resolved, the employee may submit a formal request for reclassification. A minimum of six (6) months must elapse between each reclassification request.
Reclassification Requests. Employees may request a reclassification study if they reasonably believe their duties and/or responsibilities of their position have changed significantly. Such request shall be submitted in writing to the Human Resources Department. If the request is deemed appropriate by the Human Resources Department, that Department shall conduct a job audit of the position and shall respond in writing as to its estimate of when the audit can be completed. The employee and the Union shall be provided with a written decision upon completion of the audit which shall include the reasons for the City's decision. If a position is reclassified, the effective date of the reclassification is upon approval of the City Manager.
Reclassification Requests. An employee may make a reclassification request whenever the ongoing duties of their position change so substantially that a reclassification is believed to be warranted. Whenever the preceding circumstances exist and the employee wishes to pursue a reclassification, the employee will be required to submit a Position Description Questionnaire (PDQ) to their immediate supervisor(s) and give notification to the Human Resources Department that a PDQ process has been initiated. The Department will have up to thirty (30) calendar days to complete the PDQ process with the employee and to forward recommendations to the Human Resources Department. The Human Resources Department will be responsible for evaluating the reclassification request reviewing comments and may interview the employee and/or perform a desk audit. A written response to the request will be provided to the Department Director within thirty (30) calendar days of receipt of the PDQ in the Human Resources Department. If an outside consultant is retained for the purpose of reviewing the request, additional time may be required. Final determination for reclassification requests is made by the Compensation and Classification Oversight Committee. Every effort will be made to schedule this committee meeting within thirty (30) calendar days of the HR Department’s recommendation. When a determination has been made that the duty changes are of such a significant nature as to warrant reclassification, the City shall reclassify the employee effective the date the employee submitted the Position Description Questionnaire (PDQ) to their immediate supervisor(s) unless the employee’s duties are altered so that their current classification reflects the changes in responsibilities. In the event the reclassification is denied or the employee is dissatisfied with the job title assignment made, and the employee wishes to pursue the matter further, the employee may take the issue up within the grievance procedure at the City Manager’s step. If a new job title is created or the pay grade assignment for an existing job title is changed, 21.1 will apply.
Reclassification Requests. Employees may request a reclassification study if they reasonably believe the duties and/or responsibilities of their position have changed significantly. Such request shall be submitted in writing to the Human Resources Department. A copy of the request will be forwarded to the Association. If the audit is denied, the employee shall be provided with a written decision stating the reasons for the denial. A copy of the denial will be forwarded to the Association. If the request is deemed appropriate by the Human Resources Department, it shall conduct a job audit of the position and shall respond in writing as to its estimate of when the audit can be completed. The employee and the Association shall be provided with a written decision upon the audit which shall include the reasons for the District's decision. If a position is reclassified the effective date of the reclassification is upon completion of discussion with the Association as required in Section (B) of this article.
Reclassification Requests. Section 1. Reclassification Requests Reclassification requests may be made by members of the nonexempt job group when the job class to which a position is assigned is changed by raising it to a higher class, reducing it to a lower class, or changing it to another class at the same level. Reclass actions are based upon significant and substantial changes that evolve in the position’s primary duties, when structured changes occur in the position’s duties and responsibilities that were unforeseen at the time of hire and are crucial to the mission and/or organizational effectiveness of the university, or as a result of changes in the job evaluation program. Employee initiated requests may occur no more than once per year.
Reclassification Requests. 18.6.1 Employees who believe that they are entitled to a reclassification due to a change in job duties may submit a reclassification request to YCOE Human Resources department. Human resources shall investigate the relevant circumstances and shall forward a written recommendation to the Superintendent within twenty (20) working days of submission of the request. A copy of the Human Resources Reclassification Recommendation shall be forwarded to the employee and a copy shall be provided to AFSCME. In the event the employee does not agree with the recommendation, the employee may, within ten (10) days, request that a classification review panel be convened to review the request and recommendation and to receive further information from the employee and Human Resources. The classification review panel shall make findings and a recommendation to the Superintendent, which shall be advisory.
Reclassification Requests. Requests for reclassification shall be made on the appropriate forms obtained from the Office of Human Resources. Appendix J.
Reclassification Requests. A worker may submit a request for a reclassification based upon a substantial and permanent change in the level of duties and responsibilities assigned to the position by the District. The worker must be a permanent classified worker and must have been performing the work which is the basis for the reclassification request for at least six (6) months before the reclassification request. To make a request for reclassification, a worker shall submit a request for reclassification as follows:
Reclassification Requests. Nurses may request a review of their current position classification under the following guidelines: Requests for reclassification may be the result of either:
Reclassification Requests. A. Procedure — Written Report
