Classification Appeals. In accordance with Personnel Rule III, Section 5, appeals of recommended allocations may be filed by incumbents in positions included in a classification study or by their representative. The burden of proof on any classification appeal rests with the appellant to establish why the recommended allocation is not appropriate. The content of and decision on classification appeals shall be restricted to consideration of the recommended and the requested classification. All classification appeals shall be limited to a discussion of duties and responsibilities performed at the time the position was studied. Classification appeals are heard by a mediator with classification expertise. The decision of the mediator shall be advisory. If the decision of the mediator has an economic impact, the decision of the mediator shall be in the form of a recommendation to the Board of Supervisors for final action. The mediator shall follow the appeal procedure established by the County and SBPEA, and provide written justification to the aforementioned parties on classification appeal recommendations. If an employee/appellant is represented by SBPEA, the cost of the mediator shall be split between the County Department of the employee/appellant and SBPEA. If an employee/appellant is not represented by SBPEA, the County Department of the employee/appellant shall bear the cost for the mediator. Any decisions awarded in those cases where SBPEA does not represent the appellant shall be limited to that singular case and the decision may not be cited as precedent by the County, SBPEA or any other appellant representative in subsequent proceedings.
Step 1 At the conclusion of the classification study, Human Resources will make a written recommendation to the appointing authority, unless the mediator’s recommendation would have an economic impact. In such cases, the Board of Supervisors would take final action.
Step 2 The appointing authority will notify position incumbent(s) of study results and the timeframes for filing an appeal.
(a) Employees may file a classification appeal individually or in groups provided that all positions represented were allocated to the same class and appealed to the same class. The appeal form should thoroughly explain why the incumbent believes that the allocation is not appropriate and why the requested class is more appropriate. Appeals must be based on the duties performed at the time the position was studied. Changes subsequent to the study will be co...
Classification Appeals. 17 A. The District and CSEA may mutually agree during negotiations to use 18 an appeal process when the parties cannot reach agreement on a 19 classification decision. The classification decision will be referred to
Classification Appeals. A represented employee may request a review of his/her job classification. The represented employee’s request shall be directed to the City Attorney. The City Attorney has sole discretion to determine whether or not to review the represented employee’s classification and whether or not to implement recommendations arising from that review. The City Attorney’s classification decisions shall be final, and shall not be appealable to the Civil Service Board, the City Council, or to any other administrative body.
Classification Appeals. A. The Department will provide employees and the local union with copies of procedures for filing classification appeals through the Department or OPM channels, upon request.
B. Employees or their representatives are encouraged to submit their classification/job grading appeals through the local Human Resources Management (HRM)
Classification Appeals a. The Employer will provide employees and the Union with procedures classification appeals through DoD or OPM channels upon request.
b. Employees or their representatives are encouraged to submit their classification/job grading appeals through the Civilian Personnel Section. Federal Wage System (FWS) employees must file initial appeals with the DoD Civilian Personnel Management Service (DoD CPMS). If not satisfied with the decision from DoD they may subsequently appeal to OPM. General Schedule (GS) employees may file an appeal directly to either OPM or DoD. GS employees choosing to file initially with DoD also may subsequently appeal to OPM if not satisfied with DoD decision. However, employees filing directly with OPM have no further avenues of appeal.
Classification Appeals. 6.1 Employees may appeal classification decisions that result in a reduction in their grade or pay through Article 32, Grievance Procedure, or through the administrative process provided for under 5 C.F.R. 511.101 et seq. Other classification disputes concerning the establishment or change the title, series, grade, or pay system of a position will be processed under 5 C.F.R. Part 511, Subpart F.
6.2 Employees or their designated representative may file an appeal with OPM to challenge either the appropriateness of the occupational series or grade of the employee’s position or the inclusion under or exclusion of their position from Chapter 51 of Title 5 U.S.C. by either USMEPCOM or OPM. However, employees who suffer reductions in grade or pay in part or wholly because of reclassification may opt to resolve disputed classification issues through Article 32, Grievance Procedure.
6.3 Classification appeals will be processed in accordance with 5 C.F.R. Part 511, Subpart F, for General Schedule employees; 5 C.F.R. Part 532, Subpart G, for Federal Wage System employees; applicable USMEPCOM rules; and the provisions of this Agreement, as appropriate. USMEPCOM will provide employees and their designated representatives with copies of procedures for filing classification appeals through USMEPCOM and OPM channels upon request.
Classification Appeals. The supervision and control of all operations and the direction of the working force, including the right to hire and establish a classification and compensation plan for all support staff employees, will be vested exclusively in the Employer, subject to the provisions hereinafter set forth in this Article.
Classification Appeals. Upon an employee’s request, the classifier will discuss a classification decision with the employee. Any employee who does not agree with the servicing personnel office classification decision will follow the established classification appeals process.
a. Wage grade employees may appeal a classification decision through the agency classification appeal process. If dissatisfied with that decision, the employee may then appeal to OPM.
b. General Schedule employees may appeal a classification decision through the agency classification appeal process and if dissatisfied with that decision, the employee may appeal to OPM, or the employee may appeal directly to OPM, but not both.
Classification Appeals a. Employees have a right to appeal the classification of their positions in accordance with Department of Labor and OPM regulations.
b. An employee may request a classification audit when the employee believes that a material change has occurred in the position the employee encumbers. The audit shall be conducted within a reasonable period of time. After completion of the audit, the employee shall be provided in writing the management determination.
Classification Appeals.
1. Employees or supervisors may file an appeal concerning a classification decision.
2. An employee may appeal the series or grade of the position to which the employee to which the employee is currently and officially assigned.
3. An appeal by an employee shall be in writing stating the reasons why the employee believes his/her position is erroneously classified.
4. The employee may choose to file at any level but an appeal made initially at a higher level will waive the employee’s right to appeal to the lower level. The options for filing a classification appeal are as follows:
a. If the appeal is filed with the Director, HRD, then the appeal may receive the maximum number of reviews and the decision serves as the final Agency determination.
b. If the appeal is filed with the Director, Office of Human Resources Management (OHRM), USDA, then the appeal may be filed with OPM and the decision serves as the final USDA determination.
c. If the appeal is filed with OPM then the decision is final and there is no further right of appeal.
d. If the appeal is filed at the OHRM or OPM level, a copy of the appeal will be provided to the Director, HRD.
5. An appeal decision that reverses a classification action that resulted in a downgrading or loss of compensation may entitle an employee to retroactive benefits if the classification appeal is filed with the SPO, OHRM, or OPM within fifteen (15) calendar days after the effective date of the personnel action.
6. Subsequent appeals of lower level appellate decisions (Paragraphs 4 a and b, above) must be filed within fifteen (15) calendar days after the lower level decision.
7. Time limits may be extended if the employee can show that there was no notification of time limits or there were extenuating circumstances.
8. A guide to the appeal process providing information on how to file an appeal can be found in the FFAS Handbook, 2-PM Position Classification, which is available on the FAS Directives webpage (xxxx://xx.xxxx.xxxx.xxx/policies/handbooks.htm).
