CLASSIFICATION/RECLASSIFICATION. 7.1 The Institute shall prepare a Position Classification Plan in which positions of similar kind, difficulty and responsibility are included in the same class.
7.2 The Institute Board shall supply a copy of these class specifications, currently maintained, to the Union at their request.
7.3 Whenever the Institute proposes to establish a new classification or alter an existing classification, a new or revised classification shall be established in accordance with Article 7.
1. The Institute shall give notice of its intention to the Union, and shall negotiate the inclusion or exclusion from scope, by position, of new positions within the new or revised classification. If the position is to be included in-scope, the Institute shall negotiate, for such new or revised classification, the rate of pay, hours of work, length of probationary period, classification and level. If no agreement is reached, in order to avoid delay in filling of the position, the Institute may advertise the position at a salary range which is the lower of the proposed salary ranges advanced by each party, subject to Article 7.4 below.
7.4 A dispute occurring over failure in any instance to come to agreement on any item which, according to Article 7.3, is to be negotiated, shall be resolved pursuant to the regular grievance procedure. The rate of pay, when finally decided between the parties, will be retroactive to the date of appointment in respect of any employees hired at the lower rate.
CLASSIFICATION/RECLASSIFICATION. 12.1 Every bargaining unit position shall be placed in a classification.
12.2 Position classification and reclassification shall be subject to negotiations between the District and CSEA. Either party may request to negotiate reclassifications if there is evidence to support a gradual increase in duties of any classification.
CLASSIFICATION/RECLASSIFICATION. 16.1.1 The Employer and CSEA agree to establish a committee of three (3) CSEA members and three (3) Employer representatives to periodically review job descriptions and classifications. The committee members will be given release time for this study. [Revised 8-21-03]
16.1.2 CSEA maintains the right to negotiate the salary placement of new positions.
16.1.3 When an employee is reclassified, he/she goes to the first step of the new salary range that gives them a raise of at least five (5) percent. If the employee’s anniversary date falls within a month of the effective date of the reclassification, the employee shall be placed on the step in the new range that gives the employee a raise in salary above what he/she would have made as a result of the anniversary raise. [Revised 4-25-06] ARTICLE 17 - SUSPENSION
17.1 Discipline shall be for just cause only.
17.2 Progressive discipline shall be used.
17.3 Before discipline is imposed, the unit member shall be given a written statement of charges indicating the facts and causes alleged, the disciplinary action proposed and notice of the right to appeal such discipline by filing a grievance at Level Three (3) of the grievance procedure Article of the Contract.
17.4 Discipline under this Article is limited to suspensions of fifteen (15) days or less without pay.
17.5 An employee who is charged with a mandatory leave of absence offense as defined in Education Code Section 45304(b) shall be placed on leave of absence subject to all the rules and regulations pertaining to such leaves as set forth in Education Code Sections 44940 and 44940.
CLASSIFICATION/RECLASSIFICATION. Should a subsequent classification or reclassification alter or convert the present job titles herein specified or create new positions performing essentially similar work, the Union shall continue to be recognized as the sole and exclusive bargaining representative for any employee in such new title and/or new position.
CLASSIFICATION/RECLASSIFICATION a. If an employee temporarily performs the normal duties and functions in the position of a person in a higher classification, he/she shall be paid an amount equal to the difference in the minimum hourly rate of pay of his/her classification and the minimum hourly rate of pay of the higher classification after performing duties in the higher classification. Differential will be paid for all time worked in the higher classification. Employees who perform, in general, the duties and responsibilities of a position in a higher rated classification within the bargaining unit that are separate and distinct from those of the employee's own position shall be compensated at the higher rate of pay, whether or not the employee has the required certification for the position.
b. Coverage is defined as filling in for bargaining unit absences day-to-day. When coverage is needed, it will be assigned on a rotating seniority basis. The duration of coverage will be for half-day or whole day increments per employee.
Section 2. If the employer assigns an employee on a temporary basis to a lower classification, or if an employee performs some duties and functions assigned to a lower classification, the person so assigned shall not be reduced in compensation because of such assignment.
Section 3. The employer shall notify the union prior to establishing any new jobs or classifications which would be covered by the certification of the Pennsylvania Labor Relations Board. The employer agrees to meet with the union and negotiate any new classifications and the rate of pay applicable to them.
Section 4. The employer and the union shall meet during the length of this agreement, upon request of either party, to negotiate a procedure to identify and accommodate reclassifications, and/or promotions.
Section 5. Bargaining unit employees shall not be required to dispense medicines.
Section 6. Bargaining unit employees shall not be assigned by a teacher or other District representative to act as a substitute for any teacher in a classroom. Bargaining unit employees may continue to be assigned to monitor a classroom in the event of an emergency. Monitoring shall not include coverage for teacher preparation or teacher breaks for personal business.
Section 7. To qualify for the positions of Accountant, Secretary, Office Assistant, Health Aide or Receptionist, job candidates and existing employees requesting transfer to a new category must meet the skill qualification standards established in...
CLASSIFICATION/RECLASSIFICATION. 1.1. In order to assist in the classification or reclassification of Employees, the following will apply:
(a) where the Employee has the relevant qualification recognised as a minimum training requirement for the level at which the Employee seeks to be classified; and
(b) the Employee is exercising or will be required to exercise the skills and knowledge gained from the qualification necessary for that level of work;
(c) the Employee must be classified appropriately.
CLASSIFICATION/RECLASSIFICATION. 16.1.1 The Employer and CSEA agree to establish a committee of three (3) CSEA members and three (3) Employer representatives to periodically review job descriptions and classifications. The committee members will be given release time for this study. [Revised 8-21-03]
16.1.2 CSEA maintains the right to negotiate the salary placement of new positions.
16.1.3 When an employee is reclassified, he/she goes to the first step of the new salary range that gives them a raise of at least five (5) percent. If the employee’s anniversary date falls within a month of the effective date of the reclassification, the employee shall be placed on the step in the new range that gives the employee a raise in salary above what he/she would have made as a result of the anniversary raise. [Revised 4-25-06]
CLASSIFICATION/RECLASSIFICATION. Class specifications for each position included in the bargaining unit shall be available in the Human Resource Office. The Association shall be provided a copy of the class specification for each position and classification covered by this Agreement as requested. The development of class specifications and determining the appropriate pay grade shall be the within the scope of the County. The Association Courthouse President shall receive a copy and have an opportunity to comment on new proposed class specifications and proposed pay grade adjustments for classifications covered by the agreement prior to submitting such recommendations to the Board of County Commissioners. An Employee or Elected Official/Department Head may request that the classification of an Employee’s position be reviewed. Request for Employee position classification reviews will be evaluated between January 1st and January 31st annually. New unclassified, Board of County Commissioners initiated or vacant positions may be accepted for classification review throughout the year upon approval of the Yellowstone County Commissioners. Elected Officials/Department Heads must strive to ensure that the duties and responsibilities of Employees under their supervision are consistent with those contained in the class specification, keeping in mind an accurate classification specification also referred to as a job description, objective is to describe approximately 80% of the primary duties, tasks and accountabilities of the Employee’s job.
1. Permanent changes of responsibilities impacting a budgeted position, which may reasonably require reclassification of the position or establishment of a new classification, should be submitted as part of the annual budget process or during the mid year budget review for Board of County Commissioner (Board of County Commissioners) action to approve or deny the requested change(s).
2. If necessary, change in the responsibilities for a position may be submitted outside the budget process only if there is a demonstrated immediate need; however requested change must be submitted to the Board of County Commissioners for approval prior to assigning new duties and responsibilities that may change the classification of the position. It is critical that management follow the process of review prior to reassignment of duties that may lead to reclassification of a position. Each January an association member may initiate a request for reclassification, not re-pointing th...
CLASSIFICATION/RECLASSIFICATION. In order to assist in the classification or reclassification of employees, the following shall apply:
14.2.1 Where the employee has the relevant qualification recognised as a minimum training requirement for the level at which the employee seeks to be classified and; the employee is exercising or will be required to exercise the skills and knowledge gained from the qualification necessary for that level of work. The employee shall be classified appropriately.
14.2.2 Where skill standards have not yet been finalised in respect of any class of work, and this is necessary for determining an employee’s classification, employees performing such work shall not be reclassified until such standards are available, except as provided for in 14.2.3 and 14.2.4 hereof.
CLASSIFICATION/RECLASSIFICATION. The Employer shall provide written notice to the Union when it creates a new position. When a new position is created and classified or an existing occupation is reclassified, the parties will negotiate its inclusion or exclusion, hours of work and rate of pay.
