Classification Appeal Process. (a) Where an employee believes that his job has been improperly classified, he shall discuss his classification with his immediate supervisor. On request, the Employer will provide the employee with a written statement of the employee’s current job duties.
(b) If the employee continues to believe that his classification is improper, he may initiate an appeal by filing a grievance directly at Step 3 of the grievance procedure as contained in Article 9. The written grievance must indicate which classification contained in the pay schedule of the current Collective Agreement the employee believes is the proper classification for the job.
(c) If, following the response at Step 3, there remains a dispute over the employee’s classification, the Union may advance the matter to arbitration under Article 10. The Parties may agree to select an Arbitrator other than those set out on the agreed list for the purpose of obtaining classification expertise.
Classification Appeal Process. Where an employee believes that her job has been improperly classified, she shall discuss her classification with her immediate Supervisor. On request, the Employer will provide the employee with a written statement of the employee's current job duties. If the employee continues to believe that her classification is improper, she may indicate an appeal by filing a grievance directly at Step 3 of the grievance procedure as contained in Article 9. The written grievance must indicate which classification contained in the pay schedule of the current Collective Agreement the employee believes is the proper classification for the job. If, following the response at Step 3, there remains a dispute over the employee's classification, the Union may advance the matter to arbitration under Article 10. The Parties may agree to select an Arbitrator other than those set out on the agreed to list for the purpose of obtaining classification expertise.
Classification Appeal Process. The following Classification Appeals Process is hereby agreed to by and between the Massachusetts Board of Higher Education; the Massachusetts Community Colleges; and the Massachusetts Community College Council. The objective of this proposal is to achieve timely classification and compensation decisions through placement of responsibility for the classification process at the local college and to provide for timely resolution of any appeal of those decisions.
Classification Appeal Process.
(a) Where an employee believes that their job has been improperly classified, they shall discuss their classification with their immediate supervisor. On request, the Employer will provide the employee with a written statement of the employee's current job duties.
(b) If the employee continues to believe that their classification is improper, they may initiate an appeal by filing a grievance directly at Step 2 of the grievance procedure as contained in Article 9. The written grievance must indicate which classification contained in the pay schedule of the current collective agreement the employee believes is the proper classification for the job. If, following the response at Step 2, there remains a dispute over the employee's classification, the Union may advance the matter to arbitration under Article 10. The parties may agree to select an arbitrator other than those set out on the agreed list for the purpose of obtaining classification expertise.
Classification Appeal Process. If the Employer changes the classification allocation of the work being performed by a Regular Employee, and the Employee disagrees with the new classification allocation, or if the Employee disagrees with the outcome of the classification review, the Employee may appeal the Employer’s decision,
Classification Appeal Process. If an employee is dissatisfied with the decision of the Classification & Organizational Design Division, an appeal of the decision may be submitted to the Classification Appeal Adjudicator of the Public Service Commission. The request for an appeal must identify which factor(s) is/are being challenged and the associated rationale for each factor(s). The appeal process is restricted to those factors identified as being challenged and sufficient reasoning provided.
Classification Appeal Process. New Positions
(a) Should a new position be developed, the Employer shall develop a job description and submit this to the staff representative of the Union in order to negotiate a new wage rate.
(b) Where an employee believes that their job has been improperly classified, they shall discuss their classification with their immediate supervisor.
(c) Should the employee continue to believe that their classification is improper, they may initiate an appeal by filing a grievance directly at Step 3 of the grievance procedure as contained in Article 9. The grievance must indicate which classification contained in the Pay Schedule of Appendix A the employee believes is the proper classification for the job.
Classification Appeal Process.
(a) Where an employee believes that their job has been improperly classified, they will discuss their classification with their immediate supervisor. On request, the Employer will provide the employee with a written statement of the employee's current job duties.
(b) If the employee continues to believe that their classification is improper, they may initiate an appeal by filing a grievance directly at Step 3 of the grievance procedure as contained in Article 9 -
Classification Appeal Process. The purpose of the Classification Appeal and Reconsideration Process is to provide the Employer and the Union with an effective process to deal with a Classification Appeal. If the Employer changes the classification allocation of the work being performed by a Regular Employee and the Employee disagrees with the classification allocation, or if the Employee disagrees with the outcome of the classification review, the Employee may appeal the Employer’s decision.
(A) Classification Appeal Process (Internal)
(a) Within ten (10) days following notification of the decision of a Classification Review (the Review), an Employee, may request, in writing, an appeal of the Review. Such appeals shall be sent to the Classification and Compensation Department (Class & Comp), with a copy to the Employee’s Manager. The request shall outline the basis for the Appeal.
(b) Upon receipt of the Appeal from the Employee, Class & Comp shall reassess the identified position and advise the Employee in writing of its Appeal decision.
(c) In the event the Union and the Employee do not agree with the Appeal decision, the Union may submit an appeal to the Senior Vice- President, Human Resources or designate, within ten (10) days of the date the decision was received.
(d) At each step of the process, both parties will have the opportunity to submit verbal and written reasons for their respective positions.
(e) Where a decision from this process results in an increase in pay for the affected Employee, such pay increase will be effective the date the Union /Employee submitted the request for review.
(f) Where a decision from this process results in decrease in pay for the affected Employee, Article 8.03(b) shall apply.
Classification Appeal Process. Where an employee believes that his/her job has been improperly classified, he/she shall discuss his/her classification with his/her immediate supervisor. On request, the Employer
(a) will provide the employee with a written statement of the employee's current job duties.
(b) If the employee continues to believe that his/her classification is improper, he/she may initiate an appeal by filing a grievance directly at Step 3 of the grievance procedure as contained in Article 9. The written grievance must indicate which classification contained in the pay schedule of the current Collective Agreement the employee believes is the proper classification for the job.
(c) If, following the response at Step 3, there remains a dispute over the employee's classification, the Union may advance the matter to arbitration under Article 10. The Parties may agree to select an Arbitrator other than those set out on the agreed list for the purpose of obtaining classification expertise.
