Common use of Allocation and Reallocation Clause in Contracts

Allocation and Reallocation. Allocation and reallocation are the assignment or reassignment, respectively, of a classification to the appropriate grade or level in the compensation plan. Requests for a job audit, whether by an employee, an employee's supervisor, a Department or Division Head, the Human Resources Director or the State Court Administrator must be submitted using the Position Evaluation Request (PER) Form (issued on 1/1/95) in accordance with the procedures outlined thereon. PER forms may be obtained from the Office of Human Resources. Requests for a job audit submitted in any other format will not be honored. Any job audit conducted by the Office of Human Resources as a result of the submission of a Position Evaluation Request form will be completed within a reasonable period of time, with the appropriate personnel, including the State Court Administrator, being notified of the findings and recommendations. The State Court Administrator will issue a determination as expeditiously as possible. If implementation cannot occur immediately due to the unavailability of budgeted funds, implementation shall occur retroactively when funds are provided pursuant to budgetary procedures. At that time, the Judicial Branch shall pay the employee reclassified or reallocated interest of 2/3 of one percent per month on all monies due as a result of the reclassification or reallocation from the date of the final decision until payment. MSEA shall be provided, when completed, with copies of any and all job audits, classifications and reclassifications and pay level allocations and reallocations conducted by the Judicial Branch. MSEA shall be provided prior notice and, when completed, copies of any and all job audits conducted by the Judicial Branch. MSEA may appeal to final and binding arbitration a determination of the State Court Administrator on the classification, reclassification, allocation or reallocation of a position or classification. Such appeal shall be made within thirty (30) work days of the State Court Administrator’s determination or within thirty (30) work days from the point at which MSEA becomes aware of such determination. Arbitration cases will be heard chronologically, by date of appeal, unless the parties mutually agree otherwise. The parties agree to utilize the services of the alternative permanent arbitrator who shall be experienced in job evaluation disputes. The parties shall share equally the costs and expenses of the alternative permanent arbitrator and each party shall bear the costs of preparing and presenting its own case. The alternative permanent arbitrator shall not assign any existing classification to a new salary level unless there has been a change in duties or labor market standards. The alternate permanent arbitrator’s decisions shall be final and binding on:

Allocation and Reallocation. Allocation and reallocation are the assignment or reassignment, respectively, of a classification to the appropriate grade or level in the compensation plan. Requests for a job auditreclassification, whether by an employee, an employee's supervisor, a Department or Division Head, the Human Resources Director or the State Court Administrator must be submitted using the Position Evaluation Reclassification Request (PER) Form (issued on 1/1/95) in accordance with the procedures outlined thereon. PER forms Reclassification Request Forms may be obtained from the Office of Human Resources. Requests for a job audit reclassification submitted in any other format will not be honored. Any job audit Once a reclassification request is submitted, a position analysis will be conducted by the Office of Human Resources as a result of the submission of a Position Evaluation Request form and will be completed within a reasonable period of time, with the appropriate personnel, including the State Court Administrator, being notified of the findings and recommendations. The State Court Administrator will issue a determination as expeditiously as possible. If implementation cannot occur immediately due to the unavailability of budgeted funds, implementation shall occur retroactively when funds are provided pursuant to budgetary procedures. At that time, the Judicial Branch shall pay the employee reclassified or reallocated interest of 2/3 of one percent per month on all monies due as a result of the reclassification or reallocation from the date of the final decision until payment. Reclassifications and reallocations in connection with reorganization shall be effective after the funding has been approved and the work duties have been changed. If a reclassification is submitted by an employee, on or before the date of a management initiated request, the employee’s reclassification request will be honored as set forth above. MSEA shall be provided, when completed, with copies of any and all job auditsanalysis reports, classifications and reclassifications and pay level allocations and reallocations conducted by the Judicial Branch. MSEA shall be provided prior notice and, when completed, copies of any and all job audits conducted by the Judicial Branch. MSEA may appeal to final and binding arbitration a determination of the State Court Administrator on the classification, reclassification, allocation or reallocation of a position or classification. Such appeal shall be made within thirty (30) work days workdays of the State Court Administrator’s 's determination or within thirty (30) work days workdays from the point at which MSEA becomes aware of such determination. Arbitration cases will be heard chronologically, by date of appeal, unless the parties mutually agree otherwise. The parties agree to utilize the services of the alternative permanent arbitrator who shall be experienced in job evaluation disputes. The parties shall share equally the costs and expenses of the alternative permanent arbitrator and each party shall bear the costs of preparing and presenting its own case. The alternative permanent arbitrator shall not assign any existing classification to a new salary level unless there has been a change in duties or labor market standardsmarket. The alternate permanent arbitrator’s 's decisions shall be final and binding on:: The combination or merging of classifications and the allocation of the resulting new classification to pay levels;

Allocation and Reallocation. Allocation and reallocation are the assignment or reassignment, respectively, of a classification to the appropriate grade or level in the compensation plan. Requests for a job audit, whether by an employee, an employee's supervisor, a Regional Court Administrator, a Department or Division Head, the Human Resources Director or the State Court Administrator must be submitted using the Position Evaluation Request (PER) Form (issued on 1/1/95) in accordance with the procedures outlined thereon. PER forms may be obtained from the Office of Human Resources. Requests for a job audit submitted in any other format will not be honored. Any job audit conducted by the Office of Human Resources as a result of the submission of a Position Evaluation Request form will be completed within a reasonable period of time, with the appropriate personnel, including the State Court Administrator, being notified of the findings and recommendations. The State Court Administrator will issue a determination as expeditiously as possible. If implementation cannot occur immediately due to the unavailability of budgeted funds, implementation shall occur retroactively when funds are provided pursuant to budgetary procedures. At that time, the Judicial Branch shall pay the employee reclassified or reallocated interest of 2/3 of one percent per month on all monies due as a result of the reclassification or reallocation from the date of the final decision until payment. MSEA shall be provided, when completed, with copies of any and all job audits, classifications and reclassifications and pay level allocations and reallocations conducted by the Judicial Branch. MSEA shall be provided prior notice and, when completed, copies of any and all job audits conducted by the Judicial Branch. MSEA may appeal to final and binding arbitration a determination of the State Court Administrator on the classification, reclassification, allocation or reallocation of a position or classification. Such appeal shall be made within thirty (30) work days of the State Court Administrator’s 's determination or within thirty (30) work days from the point at which MSEA becomes aware of such determination. Arbitration cases will be heard chronologically, by date of appeal, unless the parties mutually agree otherwise. The parties agree to utilize the services of the alternative permanent arbitrator who shall be experienced in job evaluation disputes. The parties shall share equally the costs and expenses of the alternative alternate permanent arbitrator and each party shall bear the costs of preparing and presenting its own case. The alternative alternate permanent arbitrator shall not assign any existing classification to a new salary level unless there has been a change in duties or labor market standardsmarket. The alternate permanent arbitrator’s 's decisions shall be final and binding on:

Allocation and Reallocation. Allocation and reallocation are the assignment or reassignment, respectively, of a classification to the appropriate grade or level in the compensation plan. Requests for a job audit, whether by an employee, an employee's supervisor, a Department or Division Head, the Human Resources Director or the State Court Administrator must be submitted using the Position Evaluation Request (PER) Form (issued on 1/1/95) in accordance with the procedures outlined thereon. PER forms may be obtained from the Office of Human Resources. Requests for a job audit submitted in any other format will not be honored. Any job audit conducted by the Office of Human Resources as a result of the submission of a Position Evaluation Request form will be completed within a reasonable period of time, with the appropriate personnel, including the State Court Administrator, being notified of the findings and recommendations. The State Court Administrator will issue a determination as expeditiously as possible. If implementation cannot occur immediately due to the unavailability of budgeted funds, implementation shall occur retroactively when funds are provided pursuant to budgetary procedures. At that time, the Judicial Branch shall pay the employee reclassified or reallocated interest of 2/3 of one percent per month on all monies due as a result of the reclassification or reallocation from the date of the final decision until payment. MSEA shall be provided, when completed, with copies of any and all job audits, classifications and reclassifications and pay level allocations and reallocations conducted by the Judicial Branch. MSEA shall be provided prior notice and, when completed, copies of any and all job audits conducted by the Judicial Branch. MSEA may appeal to final and binding arbitration a determination of the State Court Administrator on the classification, reclassification, allocation or reallocation of a position or classification. Such appeal shall be made within thirty (30) work days of the State Court Administrator’s 's determination or within thirty (30) work days from the point at which MSEA becomes aware of such determination. Arbitration cases will be heard chronologically, by date of appeal, unless the parties mutually agree otherwise. The parties agree to utilize the services of the alternative permanent arbitrator who shall be experienced in job evaluation disputes. The parties shall share equally the costs and expenses of the alternative permanent arbitrator and each party shall bear the costs of preparing and presenting its own case. The alternative permanent arbitrator shall not assign any existing classification to a new salary level unless there has been a change in duties or labor market standardsmarket. The alternate permanent arbitrator’s 's decisions shall be final and binding on:

Allocation and Reallocation. Allocation and reallocation are the assignment or reassignment, respectively, of a classification to the appropriate grade or level in the compensation plan. Requests for a job auditreclassification, whether by an employee, an employee's supervisor, a Department or Division Head, the Human Resources Director or the State Court Administrator must be submitted using the Position Evaluation Reclassification Request (PER) Form (issued on 1/1/95) in accordance with the procedures outlined thereon. PER forms Reclassification Request Forms may be obtained from the Office of Human Resources. Requests for a job audit reclassification submitted in any other format will not be honored. Any job audit Once a reclassification request is submitted, a position analysis will be conducted by the Office of Human Resources as a result of the submission of a Position Evaluation Request form and will be completed within a reasonable period of time, with the appropriate personnel, including the State Court Administrator, being notified of the findings and recommendations. The State Court Administrator will issue a determination as expeditiously as possible. If implementation cannot occur immediately due to the unavailability of budgeted funds, implementation shall occur retroactively when funds are provided pursuant to budgetary procedures. At that time, the Judicial Branch shall pay the employee reclassified or reallocated interest of 2/3 of one percent per month on all monies due as a result of the reclassification or reallocation from the date of the final decision employee request until payment. In the event of any approved reclassification initiated by management, the Human Resources Department will notify the employee in writing of the reclassification. The notice will include the reclassified job title, the effective date of the reclassification, and the employee’s grade and step. Unless agreed upon by the employee, the reclassification will be effective no less than thirty (30) calendar days from the date of the written notice. If a reclassification is submitted by an employee, on or before the date of a management initiated request, the employee’s reclassification request will be honored as set forth above. MSEA shall be provided, when completed, with copies of any and all job auditsanalysis reports, classifications and reclassifications and pay level allocations and reallocations conducted by the Judicial Branch. MSEA shall be provided prior notice and, when completed, copies of any and all job audits conducted by the Judicial Branch. MSEA may appeal to final and binding arbitration a determination of the State Court Administrator on the classification, reclassification, allocation or reallocation of a position or classification. Such appeal shall be made within thirty (30) work days workdays of the State Court Administrator’s 's determination or within thirty (30) work days workdays from the point at which MSEA becomes aware of such determination. Arbitration cases will be heard chronologically, by date of appeal, unless the parties mutually agree otherwise. The parties agree to utilize the services of the alternative permanent arbitrator who shall be experienced in job evaluation disputes. The parties shall share equally the costs and expenses of the alternative permanent arbitrator and each party shall bear the costs of preparing and presenting its own case. The alternative permanent arbitrator shall not assign any existing classification to a new salary level unless there has been a change in duties or labor market standardsmarket. The alternate permanent arbitrator’s 's decisions shall be final and binding on:: The combination or merging of classifications and the allocation of the resulting new classification to pay levels;

Allocation and Reallocation. Allocation and reallocation are the assignment or reassignment, respectively, of a classification to the appropriate grade or level in the compensation plan. Requests for a job auditreclassification, whether by an employee, an employee's supervisor, a Department or Division Head, the Human Resources Director or the State Court Administrator must be submitted using the Position Evaluation Reclassification Request (PER) Form (issued on 1/1/95) Form, in accordance with the procedures outlined thereon. PER forms Reclassification Request Forms may be obtained from the Office of Human Resources. Requests for a job audit reclassification submitted in any other format will not be honored. Any job audit Once a reclassification request is submitted, a position analysis will be conducted by the Office of Human Resources as a result of the submission of a Position Evaluation Request form and will be completed within a reasonable period of time, with the appropriate personnel, including the State Court Administrator, being notified of the findings and recommendations. The State Court Administrator will issue a determination as expeditiously as possible. If implementation cannot occur immediately due to the unavailability of budgeted funds, implementation shall occur retroactively when funds are provided pursuant to budgetary procedures. At that time, the Judicial Branch shall pay the employee reclassified or reallocated interest of 2/3 of one percent per month on all monies due as a result of the reclassification or reallocation from the date of the final decision employee request until payment. In the event of any approved reclassification initiated by management, the Human Resources Department will notify the employee in writing of the reclassification. The notice will include the reclassified job title, the effective date of the reclassification, and the employee’s grade and step. Unless agreed upon by the employee, the reclassification will be effective no less than thirty (30) calendar days from the date of the written notice. If a reclassification is submitted by an employee on or before the date of a management initiated request, the employee’s reclassification request will be honored as set forth above. MSEA shall be provided, when completed, with copies of any and all job auditsanalysis reports, classifications and reclassifications and pay level allocations and reallocations conducted by the Judicial Branch. MSEA shall be provided prior notice and, when completed, copies of any and all job audits conducted by the Judicial Branch. MSEA may appeal to final and binding arbitration a determination of the State Court Administrator on the classification, reclassification, allocation or reallocation of a position or classification. Such appeal shall be made within thirty (30) work days of the State Court Administrator’s 's determination or within thirty (30) work days from the point at which MSEA becomes aware of such determination. Arbitration cases will be heard chronologically, by date of appeal, unless the parties mutually agree otherwise. The parties agree to utilize the services of the alternative permanent arbitrator who shall be experienced in job evaluation disputes. The parties shall share equally the costs and expenses of the alternative permanent arbitrator and each party shall bear the costs of preparing and presenting its own case. The alternative permanent arbitrator shall not assign any existing classification to a new salary level unless there has been a change in duties or labor market standardsmarket. The alternate permanent arbitrator’s 's decisions shall be final and binding on:

Allocation and Reallocation. Allocation and reallocation are the assignment or reassignment, respectively, of a classification to the appropriate grade or level in the compensation plan. Requests for a job auditreclassification, whether by an employee, an employee's supervisor, a Department or Division Head, the Human Resources Director or the State Court Administrator must be submitted using the Position Evaluation Reclassification Request (PER) Form (issued on 1/1/95) Form, in accordance with the procedures outlined thereon. PER forms Reclassification Request Forms may be obtained from the Office of Human Resources. Requests for a job audit reclassification submitted in any other format will not be honored. Any job audit Once a reclassification request is submitted, a position analysis will be conducted by the Office of Human Resources as a result of the submission of a Position Evaluation Request form and will be completed within a reasonable period of time, with the appropriate personnel, including the State Court Administrator, being notified of the findings and recommendations. The State Court Administrator will issue a determination as expeditiously as possible. If implementation cannot occur immediately due to the unavailability of budgeted funds, implementation shall occur retroactively when funds are provided pursuant to budgetary procedures. At that time, the Judicial Branch shall pay the employee reclassified or reallocated interest of 2/3 of one percent per month on all monies due as a result of the reclassification or reallocation from the date of the final decision until payment. Reclassifications and reallocations in connection with reorganization shall be effective after the funding has been approved and the work duties have been changed. If a reclassification is submitted by an employee on or before the date of a management initiated request, the employee’s reclassification request will be honored as set forth above. MSEA shall be provided, when completed, with copies of any and all job auditsanalysis reports, classifications and reclassifications and pay level allocations and reallocations conducted by the Judicial Branch. MSEA shall be provided prior notice and, when completed, copies of any and all job audits conducted by the Judicial Branch. MSEA may appeal to final and binding arbitration a determination of the State Court Administrator on the classification, reclassification, allocation or reallocation of a position or classification. Such appeal shall be made within thirty (30) work days workdays of the State Court Administrator’s 's determination or within thirty (30) work days workdays from the point at which MSEA becomes aware of such determination. Arbitration cases will be heard chronologically, by date of appeal, unless the parties mutually agree otherwise. The parties agree to utilize the services of the alternative permanent arbitrator who shall be experienced in job evaluation disputes. The parties shall share equally the costs and expenses of the alternative permanent arbitrator and each party shall bear the costs of preparing and presenting its own case. The alternative permanent arbitrator shall not assign any existing classification to a new salary level unless there has been a change in duties or labor market standardsmarket. The alternate permanent arbitrator’s 's decisions shall be final and binding on: