Classification Reviews. 7.1 Where the Union or an employee considers that a position is not assigned to an appropriate benchmark, either of them may request the most current job description for the job and file a classification review request.
7.2 The employee and/or a Representative designated by the Union shall complete a "Classification Review Form" indicating the reasons he/she believes that the benchmark to which his/her position has been matched is inappropriate. The Classification Review Form shall also indicate the benchmark that he/she believes is the appropriate match for the position, or the classification grid if the job is thought to be anomalous. The Classification Review Form and any attachments shall be submitted to the Employer.
7.3 Within 30 calendar days of the receipt of a Classification Review Form the Employer shall review the request and notify the Union and the HEABC of its determination in writing.
7.4 If the Employer's written determination is not acceptable, or not provided within the time limit, the Union may, within a further period of 30 calendar days, notify the HEABC and the Employer of the intent to refer the dispute to a Classification Referee for a final and binding decision in accordance with Article 9 (Classification Dispute Resolution Process) of the maintenance agreement. Notification shall include a written submission outlining the basis of the objection and the resolution sought.
7.5 Within 60 calendar days of receipt of notification of the intent to refer a dispute to a Classification Referee for a final and binding decision, the HEABC, the Employer, and the Union shall attempt to resolve the dispute.
7.6 If the parties are unable to resolve the dispute, the Union may refer the matter to a Classification Referee for a final and binding decision. The HEABC and the Union shall, within 30 calendar days, submit an Agreed Statement of Facts to the Classification Referee outlining the dispute and the issue(s) that are the subject of the dispute. If the parties are unable to agree on an Agreed Statement of Facts each party shall submit, to the Classification Referee and to all parties to the dispute, a separate Statement of Facts outlining the dispute and the issue(s) that are the subject of the dispute.
Classification Reviews. The procedures in this Article shall be the sole and exclusive method for settling any dispute concerning classification matters.
Classification Reviews. An Employee or their Manager may request in writing to Human Resources that the allocation of their position be reviewed if the Employee or Manager considers the duties have materially changed since the allocation of the position. The Employee or Manager shall provide rationale for the request for review and Human Resources shall conduct an audit of the position and provide the results of the review and a decision on the allocation to the Employee and Manager not later than thirty (30) days from the receipt of the request.
Classification Reviews. Classification reviews shall be conducted in the manner as outlined in the Treasury Board Procedures for Classification Reviews and Appeals.
Classification Reviews. An Employee may at any time bring to management for review, changes that may have occurred to his existing job duties. The Employee/Union, may bring such issues forward to Liaison Committee.
Classification Reviews. When a position is reclassified from one existing class to another existing or new class with the same maximum salary, the salary and the anniversary date of the incumbent shall not change. If a position is reclassified to a class which has a higher maximum salary, the salary shall be adjusted in accordance with the promotional guidelines described above. If a position is reclassified to a class with a lower pay range, the salary of the incumbent shall not change. If such salary is greater than the maximum salary of the lower class, said salary may be designated a “Y” rate as provided in Section 7.3.14 below.
Classification Reviews. 7.1 Where the Union or an employee considers that a position is not assigned to an appropriate benchmark, either of them may file a classification review request.
7.2 The employee and/or a Representative designated by the Union shall complete a "Classification Review Form" indicating the reasons he/she believes that the benchmark to which his/her position has been matched is inappropriate. The Classification Review Form shall also indicate the benchmark that he/she believes is the appropriate match for the position. The Classification Review Form and any attachments shall be submitted to the Employer.
7.3 Within 30 calendar days of the receipt of a Classification Review Form the Employer shall review the request and notify the Union and the HEABC of its determination in writing.
7.4 If the Employer's written determination is not acceptable, or not provided within the time limit, the Union may, within a further period of 30 calendar days, notify the HEABC and the Employer of the intent to refer the dispute to a Classification Referee for a final and binding decision in accordance with Article 8 of the Maintenance Agreement. Notification shall include a written submission outlining the basis of the objection and the resolution sought.
7.5 Within 60 calendar days of receipt of notification of the intent to refer a dispute to a Classification Referee for a final and binding decision, the HEABC, the Employer, and the Union shall attempt to resolve the dispute.
7.6 If the parties are unable to resolve the dispute, the Union may refer the matter to a Classification Referee for a final and binding decision. The HEABC and the Union shall, within 30 calendar days, submit an Agreed Statement of Facts to the Classification Referee outlining the dispute and the issue(s) that are the subject of the dispute. If the parties are unable to agree on an Agreed Statement of Facts each party shall submit, to the Classification Referee and to all parties to the dispute, a separate Statement of Facts outlining the dispute and the issue(s) that are the subject of the dispute.
Classification Reviews. An employee who claims his/her assigned job is improperly classified and that he/she should be properly classified to another classification named in Schedule B, may present a request for review in writing to the Joint Job Evaluation Committee, c/o the Department of Human Resources. The written request may be in the form of a new completed questionnaire, or alternately, must specify the classification claimed by the employee to be inappropriate together with those individual job factors which are being contested and the substantive basis on which the claim is advanced. Any changes from the original questionnaire should be included. The employee may also request to give a brief verbal submission to the Joint Job Evaluation Committee on the date of the joint review. The Joint Job Evaluation Committee will consider and render a decision on the request for re-classification at the following scheduled monthly meeting. The Committee will review the whole job, not just individual factors. Should the Committee make a change to a job factor, all other comparator positions will be reviewed to ensure pay equity compliance. The decision of the Joint Job Evaluation Committee will be communicated by the Department of Human Resources to the employee and the Local President, or designate, within fifteen (15) days of that meeting. The Joint Job Evaluation Committee shall be under no obligation to accept or respond to more than one (1) request for review of the same position within any twelve (12) month period. Should the committee agree on a change in a job evaluation, the effective date of such change will be the date that the appeal is received in DHR. Over a 5-year period, a rotation schedule will be jointly created for the maintenance of all jobs not reviewed by the Joint Job Evaluation Committee.
Classification Reviews. The City and the Union agree that the positions covered by this Agreement were evaluated by and the salary range established under the Hay system guide chart profile evaluation method. If, during the life of this Agreement a full time employee, or the employee’s supervisor or department head believes there has been a significant change in the job content of an existing position may request in writing that the City proceed with a classification review in accordance with the provisions of Article 15 of this Agreement.
A. If the employee's present rate of pay (prior to reclassification) equals or exceeds the maximum step of the downward classification, the employee will continue to receive their present wage rate plus any wage adjustments under this Agreement provided they remain in the same position. The employee shall not receive any additional step increases that are available within the salary range. When the position is vacated, if posted, it will be reclassified at the appropriate level.
B. If the employee's present wage rate is less than the maximum step of the salary rate of the downgraded classification the employee shall be reclassified to the lower classification at the step increment that is equal to the employee's current wage rate (prior to reclassification). The employee shall be eligible for step increases that are available within the salary range of the lowered classification plus any wage adjustments under this Agreement. The City will provide training to stewards in the reclassification procedure and methodology utilized by the classification consultant. One trained bargaining unit representative may attend all meetings that consider reclassification of bargaining unit positions and be given a reasonable opportunity to present information and take part in the discussions. Classification Review may be requested by any City employee, supervisor or department head according to the following procedure:
1. The employee (“Incumbent”) obtains Reclassification Position Questionnaire from Department Head or designee.
2. Incumbent forwards completed Questionnaire to Supervisor for review and completion of Supervisor's section.
3. Supervisor forwards completed Questionnaire form to Department Head within fifteen (15) working days of receipt from Incumbent.
4. Completed Position Questionnaire is forwarded to the Department of Human Resources within ten (10) working days from the time the Questionnaire is submitted to the Department Head.
5. Department...
Classification Reviews. This agreement does not limit the ability of an employee to be reclassified to another level or classification as all classifications are dependant on an employee’s respective role, responsibilities and skill set. An employee may submit through their immediate manager to have their classification reviewed based on their performance, skills and experience on an annual basis. Progression through all levels shall be subject to the discretion of the Employer, subject to the availability of positions and the employee achieving the appropriate level of competency.
