Common use of Allocation Review Process Clause in Contracts

Allocation Review Process. The department head, or an employee may request that a position be reviewed when the requesting party believes that the basis of its request has become a permanent requirement of the position. A position may not be reviewed more often than once every six (6) months. The request must be complete and in writing on forms provided by the Employer. Requests may be submitted to Human Resources or to an employee’s direct supervisor or department. Human Resources will provide a copy of the request to PSE. Any party may submit additional information, including the names of individuals, which the party believes is relevant to the position review. An employee may request that a PSE representative be present as an observer at meetings with the Employer reviewer scheduled to discuss the request for position review. The University will notify the employee in writing of their right to have a PSE representative observe meetings regarding the position review. The University’s notice will include a link to PSE representative contact information. The Employer reviewer will investigate the position and issue a written response to the employee or employee representative within sixty (60) calendar days from receipt of forms by Human Resources. A completed request is defined as the employee completing all employee portions of the reclassification forms. The response will include notification of the class and salary assigned when the position is reallocated, or notification of the reasons the position does not warrant reallocation when the request is not approved. In the event that an employee is reallocated to a lower classification, the employee will be paid their current salary provided it is within the salary range of the new position. In those cases where the employee’s current salary exceeds the maximum amount of the salary range for the new position, the employee will continue receiving the salary the employee was receiving prior to the reallocation downward until such time as the employee vacates the position or their salary falls within the new range. Following receipt of the Employer’s determination, an employee may request reconsideration in accord with the provisions of WAC 357. Employer allocation decisions will not be subject to the grievance procedure.

Allocation Review Process. The department head, or an employee may request that a position be reviewed when the requesting party believes that the basis of its request has become a permanent requirement of the position. A position may not be reviewed more often than once every six (6) months. The request must be complete and in writing on forms provided by the Employer. Requests may be submitted to Human Resources or to an employee’s direct supervisor or department. Human Resources will provide a copy of the request to PSE. Any party may submit additional information, including the names of individuals, which the party believes is relevant to the position review. An employee may request that a PSE representative be present as an observer at meetings with the Employer reviewer scheduled to discuss the request for position review. The University will notify the employee in writing of their his/her right to have a PSE representative observe meetings regarding the position review. The University’s notice will include a link to PSE representative contact information. The Employer reviewer will investigate the position and issue a written response to the employee or employee representative within sixty (60) calendar days from receipt of forms by Human Resources. A completed request is defined as the employee completing all employee portions of the reclassification forms. The response will include notification of the class and salary assigned when the position is reallocated, or notification of the reasons the position does not warrant reallocation when the request is not approved. In the event that an employee is reallocated to a lower classification, the employee will be paid their his or her current salary provided it is within the salary range of the new position. In those cases where the employee’s current salary exceeds the maximum amount of the salary range for the new position, the employee will continue receiving the salary the employee he or she was receiving prior to the reallocation downward until such time as the employee vacates the position or their his or her salary falls within the new range. Following receipt of the Employer’s determination, an employee may request reconsideration in accord with the provisions of WAC 357. Employer allocation decisions will not be subject to the grievance procedure.

Allocation Review Process. The department head, or an employee may request that a position be reviewed when the requesting party believes that the basis of its request has become a permanent requirement of the position. A position may not be reviewed more often than once every six (6) months. The request must be complete and in writing on forms provided by the Employer. Requests may be submitted to Human Resources or to an employee’s direct supervisor or department. Human Resources will provide a copy of the request to PSE. Any party may submit additional information, including the names of individuals, which the party believes is relevant to the position review. An employee may request that a PSE representative be present as an observer at meetings with the Employer reviewer scheduled to discuss the request for position review. The University will notify the employee in writing of his/her their right to have a PSE representative observe meetings regarding the position review. The University’s notice will include a link to PSE representative contact information. The Employer reviewer will investigate the position and issue a written response to the employee or employee representative within sixty (60) calendar days from receipt of forms by Human Resources. A completed request is defined as the employee completing all employee portions of the reclassification forms. The response will include notification of the class and salary assigned when the position is reallocated, or notification of the reasons the position does not warrant reallocation when the request is not approved. In the event that an employee is reallocated to a lower classification, the employee will be paid his or her their current salary provided it is within the salary range of the new position. In those cases where the employee’s current salary exceeds the maximum amount of the salary range for the new position, the employee will continue receiving the salary he or she the employee was receiving prior to the reallocation downward until such time as the employee vacates the position or his or her their salary falls within the new range. Following receipt of the Employer’s determination, an employee may request reconsideration in accord with the provisions of WAC 357. Employer allocation decisions will not be subject to the grievance procedure.