Common use of Classifications Clause in Contracts

Classifications. 20.1 Upon written request from a bargaining unit member to the University, the bargaining unit member’s position shall be reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classification. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issued. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.

Classifications. 20.1 Upon written request from A. In the event the University changes the specifications of a bargaining unit member classification or creates a new classification, it shall immediately notify the Union. If the Union believes that the specification changes merit a change in pay grade, or disagrees with the pay grade assigned to a new classification, it shall so notify the University, and the bargaining unit member’s position parties shall be reviewed by meet to negotiate the University classification's placement in a pay grade. If the parties are unable to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classification. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's positionreach agreement, the position is determined matter may be arbitrated, pursuant to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the Universitygrievance procedures. The University shall maintain not reduce a standardized process for audit and/or classification review for bargaining unit membersclassification's pay grade without the Union's agreement. When The University may establish new classifications whose duties, skills and qualifications are different from an existing classification. B. In conducting a bargaining unit member requests a job classification review, a Position Description Questionnaire (PDQ) is used to collect sufficient information about the Office position duties, responsibilities, and qualifications in order that an appropriate assignment of a classification and corresponding pay grade can be made by Human Resources Resources. Under certain conditions, an on-site audit may be necessary. C. Requests to reclassify a position should be based on a belief that duties, responsibilities, or qualifications of a position are such that it is inappropriately classified. No reclassification request will render a decision be reviewed within 60 calendar days one year of the time last review for the request is received. This time period may be extended same position, except by written mutual agreement between of the University and the Union, unless the position's duties, responsibilities, or qualifications have changed. 1. In the event Reclassification requests shall be made as follows: a. The employee should complete a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if PDQ and submit it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position descriptionsupervisor, who will then submit the PDQ through supervisory channels to Human Resources. When a position description The supervisor shall ensure that the PDQ is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable submitted to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, thereforeHuman Resources, with the State Personnel Board of Review appropriate signatures, within thirty (30) days after receiving said written notificationof its submission to the supervisor. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified Upon receipt of the job audit or classification reviewPDQ, the time for appeal Human Resources confirmation shall be suspended until sent to the determination is issuedemployee which includes the date the PDQ was submitted to the supervisor and the date it was received by Human Resources. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of b. Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly Resources shall notify the Office of Human Resources/Classification and Compensation and the bargaining unit member employee's supervisor in writing of the temporary occupancyclassification and pay grade determination, including the reason for determination. A copy shall be sent to the employee and the Union. Human Resources shall make every effort to respond within one hundred-twenty (120) days of the employees' submission of the PDQ to his/her supervisor. C. c. If a bargaining unit member has occupied a higher level position for a period the employee disagrees with the determination of more than two Human Resources, he/she may, within fifteen (215) weeksworking days of the determination, appeal to Step 3 of the Grievance Procedure. D. If Human Resources agrees to reclassify the position, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's departmentposition shall be posted pursuant to Article 9.

Classifications. 20.1 Upon written request from A. In the event the University changes the specifications of a bargaining unit member classification or creates a new classification, it shall immediately notify the Union. If the Union believes that the specification changes merit a change in pay grade, or disagrees with the pay grade assigned to a new classification, it shall so notify the University, and the bargaining unit member’s position parties shall be reviewed by meet to negotiate the University classification's placement in a pay grade. If the parties are unable to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classification. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's positionreach agreement, the position is determined matter may be arbitrated, pursuant to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the Universitygrievance procedures. The University shall maintain not reduce a standardized process for audit and/or classification review for bargaining unit membersclassification's pay grade without the Union's agreement. When The University may establish new classifications whose duties, skills and qualifications are different from an existing classification. B. In conducting a bargaining unit member requests a job classification review, a Position Description Questionnaire (PDQ) is used to collect sufficient information about the Office position duties, responsibilities, and qualifications in order that an appropriate assignment of a classification and corresponding pay grade can be made by Human Resources Resources. Under certain conditions, an on-site audit may be necessary. C. Requests to reclassify a position should be based on a belief that duties, responsibilities, or qualifications of a position are such that it is inappropriately classified. No reclassification request will render a decision be reviewed within 60 calendar days one year of the time last review for the request is received. This time period may be extended same position, except by written mutual agreement between of the University and the Union, unless the position's duties, responsibilities, or qualifications have changed. 1. In the event Reclassification requests shall be made as follows: a. The employee should complete a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if PDQ and submit it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position descriptionsupervisor, who will then submit the PDQ through supervisory channels to Human Resources. When a position description The supervisor shall ensure that the PDQ is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable submitted to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, thereforeHuman Resources, with the State Personnel Board of Review appropriate signatures, within thirty (30) days after receiving said written notificationof its submission to the supervisor. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified Upon receipt of the job audit or classification reviewPDQ, the time for appeal Human Resources confirmation shall be suspended until sent to the determination is issuedemployee which includes the date the PDQ was submitted to the supervisor and the date it was received by Human Resources. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of b. Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly Resources shall notify the Office of Human Resources/Classification and Compensation and the bargaining unit member employee's supervisor in writing of the temporary occupancyclassification and pay grade determination, including the reason for determination. A copy shall be sent to the employee and the Union. Human Resources shall make every effort to respond within one hundred- twenty (120) days of the employees' submission of the PDQ to his/her supervisor. C. c. If a bargaining unit member has occupied a higher level position for a period the employee disagrees with the determination of more than two Human Resources, he/she may, within fifteen (215) weeksworking days of the determination, appeal to Step 3 of the Grievance Procedure. D. If Human Resources agrees to reclassify the position, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's departmentposition shall be posted pursuant to Article 9.

Classifications. 20.1 Upon written request from a bargaining unit member to the UniversityA. The Employer will maintain classification specifications for all jobs covered by this agreement, the bargaining unit member’s position which specifications shall be reviewed by subject to periodic review and revision as the University to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned classificationEmployer deems appropriate. The Union will represent bargaining unit members desiring to submit facts relative to their classification for consideration and Classification specifications will be afforded made available to an Association representative or interested Employees upon their reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain in the original titlerequest. B. The reclassification will be effective on In the first day event the Employer creates a new job classification in the bargaining unit, the Employer shall notify the Association of the new job classification and its pay period immediately following grade prior to posting. The Employer shall also provide the date Association with a copy of the issuance new job’s classification specification. If requested within ten (10) calendar days after such notification, the Employer shall meet with the Association to discuss the pay grade of the Appointing Authority's determination and the incumbent will not be required to serve new job classification. If, following such discussion, there is a probationary period. The reclassification shall not be retroactive prior dispute as to the issuance pay grade for the new job classification, such dispute shall be an appropriate matter for a grievance initiated at Step Two of the Appointing Authority's determinationgrievance procedure. Reclassifications will not be postedIf a grievance is subsequently referred to an arbitrator, but they shall use as the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptionsbasis for their decision the factors referenced in the Employer’s Job Information Questionnaire, the determination of promotional tests, the assignment of appropriate values to such testsJob Evaluation Plan, and the reclassification classification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification reviewjobs and any amendments thereto, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or that have been mutually agreed upon dateby the parties. C. If during the term of this Agreement an Employee believes the Employer has instituted a change in their job classification so as to warrant a change in pay grade, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union Employee may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they review. Such request shall be given notice in writing setting forth processed as follows: 1. The Employee shall complete the proposed new classificationEmployer’s Job Information Questionnaire and forward it, pay range and salary. Notwithstanding such other information as the provisions of Article 8.3Employee deems appropriate, all reclassification issues shall be appealable to the State Personnel Board of ReviewEmployer’s Human Resources Manager. A bargaining unit member who desires a hearing The Human Resources Manager shall file a written requestreview the Employee’s position and, therefore, with the State Personnel Board of Review within thirty (30) calendar days of receipt of the Employee’s request, advise the Employee and the Association of their determination. 2. If requested within fifteen (15) calendar days after receiving informing the Employee and the Association of such determination, the Human Resources Manager shall meet with the Employee and the Association to discuss the basis for said written notificationdetermination. Alternative methods If following such discussion there is a dispute as to the pay grade for the revised job classification, such dispute shall be an appropriate matter for a grievance initiated at Step Two of resolution the grievance procedure. 3. If a grievance is subsequently referred to an arbitrator, the arbitrator shall use as the basis for their decision the factors referenced in the Employer’s Job Information Questionnaire, the Job Evaluation Plan, and the classification of classification disputes may be implemented jobs and any amendments thereto, that have been mutually agreed upon mutual agreementby the parties. 4. In If the event arbitrator determines the position contains job duties which warrant a higher pay grade, the arbitrator shall list those duties in the arbitrator’s decision. D. If at any time during or following the foregoing process the Employer determines, either directly or through the decision of an arbitrator, that the Union is not notified duties assigned an Employee warrant a pay grade higher than that which the Employer wishes to fund, the Employer shall have the right to revise the Employee’s duties to bring them within the scope of the job audit or classification reviewlower rated classification. If the Employer determines that duties removed from the affected position are essential to be performed within the Library, the time for appeal Employer and the Association shall meet to assess whether the duties have been exclusively performed by members of the bargaining unit. If it is agreed that the duties have been exclusively performed by members of the bargaining unit, such duties shall be suspended until reassigned by the determination is issuedEmployer to another Employee within the Employee bargaining unit. A. Whenever bargaining unit members are assigned E. The Employer agrees to work in a higher level position for a continuous period consult with the Association preceding the reduction of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because an Employee’s pay grade or the standard number of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensationhours worked per workweek. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level positionIf following such consultation, the bargaining unit member's department will promptly notify Employer elects to reduce the Office Employee’s pay grade or standard number of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weekshours worked per workweek, the University will not deny affected Employee may elect to be transferred or laid off (as if the bargaining unit member Employee’s position had been eliminated) in accordance with the commensurate rate provisions of pay because of improper notification by the bargaining unit member's departmentArticle XII, Xxxxxx and Recall.

Classifications. 20.1 Upon written request from a bargaining unit When requested, Employee member to the University, the bargaining unit member’s position positions shall be continuously reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member is employee members are working within the member’s their assigned classificationclassifications. The Union will represent bargaining unit employee members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do so. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit employee member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit employee member’s 's actual job duties to the Classification Specificationposition specifications. A. If, as a result of a job audit or a classification review of a bargaining unit an employee member's position, the position is determined to be improperly classified, the University will reclassify that positionposition as soon as possible after the determination is made. The incumbent bargaining unit employee member will be awarded the position unless the member chooses to reject the new classification and remain in the original title. B. The reclassification will be effective on the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification Reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. . C. Reclassifications will not be posted, but the Union will be notified when bargaining unit employee members' positions are reclassified. 20.4 The development of Classification Specifications position specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit employee members are is the rights right of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are an employee member's position is to be reclassified, they written notice shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit An employee member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issued. A. Whenever bargaining unit employee members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, per cent above their current base rate, whichever is greater, rate for the period the bargaining unit employee member occupies the position provided that the temporary occupancy is approved by the Office of Human ResourcesResources Classification/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit an employee member is assigned to work in a higher level positionposition for a continuous period of more than two (2) weeks, but not more than ten (10) weeks, the bargaining unit employee member's department will promptly notify the Office of Human ResourcesResources Classification/Classification and Compensation and the bargaining unit employee member in writing of the temporary occupancy. C. If a bargaining unit an employee member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.two

Classifications. 20.1 Upon written request from a bargaining unit member The occupation classifications, and progression schedules, are set out at the end of this Article. When it is necessary to revise or add to this schedule the following procedure will apply. The Company will establish the title and rate for the revised or new classifications and will advise The Association of the facts and the reasons for the value of the classification, ten working days before it is implemented. Should The Association wish to object, The Company and The Association will attempt to reach an agreement. Should it still be necessary, The Company and The Association may take such disagreement to an Arbitrator in accordance with provisions of Article of this Agreement. In reaching its decision on the value of the revised or new classification the Arbitrator is confined to evaluating the classification in relationship to the Universityvalue of existing classifications in this Agreement. A new employee will be hired at not less than the minimum rate for the occupational classification for which is hired and will be advanced in accordance with the progression and rates set out in the schedule provided is performing satisfactorily. Progression will be delayed by any layoff equal to the duration of the layoff. Employees may be advanced more quickly than the time progression schedule requires. In cases where the employee is not paid the scheduled rate, this may be a subject for the bargaining unit member’s position grievance and arbitration procedures. A member who is hired into a different classification or a different level will be treated the same as a new employee except rate will not be below current rate provided it does not exceed the maximum rate of the new classification or grade. Such pay level shall be reviewed deemed to have been achieved by time in the University to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned new classification. The Union will represent bargaining unit members desiring levels assigned to submit facts relative to their classification for consideration the positions have been determined by the recognition of the "needs of the business" and the "value of current work". It is recognized that evaluations are not static and will be afforded reasonable opportunity reviewed periodically with respect to do sochanging conditions. An employee may request only one (1) position review per twelve (12) month period. 20.2 The determination A Performance Evaluation will be completed annually and reviewed with each member. It will serve as a basis of whether mutual understanding between management and the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing the bargaining unit member’s actual job duties and will indicate to the Classification Specification. A. Ifmember what is expected to accomplish and how is being measured. During this evaluation the following points will be discussed, as a result of a job audit or classification review of a bargaining unit minimum: Review the member's position, performance of the position past year. Review what is determined to be improperly classified, the University will reclassify that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject the new classification and remain required of in the original title. B. The reclassification will be effective on coming year. Review the first day requirements to achieve a merit increase in the coming year, if any. Review and set goals for completion. Occupational Classification and Wage Schedule for Employees Occupational Classification Level General Labourer Assembler Custodian Material Handler MaintenanceAsst. Manufacturing Associate Assembler Quality Assurance Inspector Test Technical Operator Test Assembler Quality Assurance Inspector I Assembler I Test I Maintenance Leader: above the job rate of the pay period immediately following highest occupational classification in the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, group that they shall be given notice in writing setting forth the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issued. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two lead. employees will receive mileage and expense reimbursementwhen required to perform duties outside the plant at supplier locations. FOR THE YEAR (2% Increase) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separation. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.FOR Occupational Classifications Administrative Associate Administrative Associate Administrative Associate Administrative Associate I Draftsperson Draftsperson Draftsperson EngineeringAssociate EngineeringAssociate EngineeringAssociate EngineeringAssociate I Sales Correspondent Sales Correspondent Sales Correspondent I Level Buyer Laboratory Associate Laboratory Associate Laboratory Associate Laboratory Associate I Field Serviceperson Field Serviceperson Field Serviceperson Field Serviceperson I

Classifications. 20.1 Upon written Section 18.1 Should an employee believe a significant change has occurred in the duties and/or responsibilities of his/her position, which has served to make the current classification of that position incorrect, s/he may initiate a position classification validation by completing a Job Description Questionnaire. After completing this form, the employee may request from a bargaining unit member meeting with his/her supervisor to determine whether the position better fits a higher classification. If it is determined that the employee’s duties do match a higher classification, then the position may be reclassified to the University, the bargaining unit member’s position shall be reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member is working within the member’s assigned higher classification. The Union employee will represent bargaining unit members desiring to submit facts relative to their classification for consideration and will be afforded reasonable opportunity to do soreceive the corresponding salary rate effective on the date the Job Description Questionnaire was completed. An If no agreement is reached, the employee may request only one file a grievance under the provisions of Article 6. The Employer may elect to remove the duties and responsibilities of the higher classification (1for example, if the employee does not meet the qualifications for the higher classification). In such a case, the employee shall be paid a premium retroactive for up to six (6) position review per twelve (12) month periodmonths for the period during which duties and/or responsibilities of the higher classification were performed. This premium shall be the salary for the higher classification, given the employee's length of service, minus the actual salary received. 20.2 The determination of whether Section 18.2 Whenever the bargaining unit member is working within the bargaining unit assigned Employer materially revises an existing covered classification shall be made by comparing the bargaining unit member’s actual job duties to the Classification Specification. A. If, as or establishes a result of a job audit or classification review of a bargaining unit member's positionnew covered classification, the position is determined Union reserves the right to be improperly classified, bargain the University will reclassify salary for that position. The incumbent bargaining unit member will be awarded the position unless the member chooses to reject Employer shall submit a copy of the new or materially revised classification and description to the Union, along with a tentative salary range assignment. Within fourteen (14) calendar days after receipt of such submission, the Union may submit a written statement to the Employer that it desires to bargain the salary range for the new or revised classification (setting forth any objections it has to the proposed range assignment). If the Employer does not receive such statement within fourteen (14) calendar days after the Union's receipt of the submitted range assignment, such assignment shall be considered final. If such a statement is timely filed, the parties shall enter into bargaining for a period of twenty-eight (28) days or until agreement is reached. If no agreement is reached during this time, the Employer may implement its last best offer. Such range shall then remain in effect through the original titleremaining term of this Agreement, unless, the classification should again be materially revised by the Employer. Except as provided herein, the Union reserves the right to negotiate the wage scale for any new or substantially revised classification. B. The reclassification will be effective on Section 18.3 When the first day of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will not be required to serve a probationary period. The reclassification shall not be retroactive prior to the issuance of the Appointing Authority's determination. Reclassifications will not be posted, but the Union will be notified when bargaining unit members' positions are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests Employer undertakes a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each incumbent employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassified, they shall be given notice in writing setting forth an opportunity to provide input into the proposed new classification, pay range and salary. Notwithstanding the provisions of Article 8.3, all reclassification issues shall be appealable review process prior to the State Personnel Board of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issueddecision being made. A. Whenever bargaining unit members are assigned to work Section 18.4 No employee employed in a higher level position for classification which is materially revised shall receive a continuous period reduction in salary as a result of more than two (2) weeks, but not more than one hundred and eighty (180) days in any one (1) year period because of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separationsuch revision. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.

Classifications. 20.1 Upon written request from List of Classifications Classifications are: Operational and Clerical: Dispatcher Lead Hand Operations Lead Hand Clerk Heavy Equipment Operator Equipment Operator Clerk Repair and Maintenance: Lead Hand Mechanic Heavy Duty Mechanic Mechanic General: Helper Composite Employee (as defined in paragraph 8.8) Mileage and Zone Rated: Tractor Trailer Operator All hourly, mileage and zone rates in effect at each terminal for the classifications listed in paragraph will be posted locally. Established assignments shall not be discontinued and new ones created the same class of work for the purpose of reducing the rate of pay. When additional assignments are created, the classification of such assignments shall be in conformity with the classifications set out in this article. No change shall be made in the classification of individual assignments unless warranted by changed conditions resulting in changes in the character of the duties and responsibilities of the assignment. If the Union contends that an assignment is improperly classified, the matter may be treated as a bargaining unit member grievance. If not resolved during the grievance procedure, the matter may be referred to arbitration in accordance with Article It is agreed that the arbitrator shall not have the authority to alter or modify existing classifications or wage rates but shall have the authority, subject to the Universityprovisions of this collective agreement, the bargaining unit member’s position shall be reviewed by the University to determine the appropriateness of the classification and whether or not the bargaining unit member disputed assignment is working within properly classified. Combination Assignments Assignments may combine the member’s assigned duties of two classifications. Employees employed on such combination assignments will be paid the applicable hourly rate for the time worked in each classification. The Union will represent bargaining unit members desiring For example, a combination assignment established to submit facts relative to their classification for consideration perform four hours work as equipment operator and four hours work as clerk will be afforded reasonable opportunity paid four hours at the equipment operators’ rate and four hours at the clerks’ rate. Composite Employees A composite employee is defined as an employee qualified to do soperform the work of the classifications of heavy equipment operator, equipment operator, clerk and helper. An The Company may establish assignments calling for the qualification of composite employee, as required. The number of such assignments may not exceed of the total number of assignments (excluding employees employed in repair and classifications) on each shift. However, on shifts regularly employing five or less employees (excluding employees employed in repair and maintenance classifications), the limitation shall not apply. Utilization of Qualified Employees The Company may utilize qualified employees as may be necessary to meet the requirementsof the operation. During the hours of their assignment, employees may, as required, be assigned to perform the duties of other assignments and classifications. If assigned to perform the duties of a lower rated classification, employees will not have their regular rate reduced. If assigned to perform the duties of a higher rated classification, the employee may request only one (1) position review per twelve (12) month period. 20.2 The determination of whether the bargaining unit member is working within the bargaining unit assigned classification shall be made by comparing paid the bargaining unit member’s actual job duties to higher rate for the Classification Specification. A. If, as a result of a job audit or classification review of a bargaining unit member's position, the position is determined to be improperly classified, the University will reclassify that positiontime so occupied. The incumbent bargaining unit member TRAINING AND QUALIFICATIONS Full-time employees will be awarded required to undergo training for all classifications employed at the position unless the member chooses to reject the new classification terminal except: The classifications of lead hand and remain dispatcher. Repair and maintenance classifications listed in sub- paragraph of Article Employees in the original title. B. The reclassification will be effective on the first day repair and maintenance classifications listed in sub-paragraph of the pay period immediately following the date of the issuance of the Appointing Authority's determination and the incumbent will Article shall not be required to serve a probationary periodundergo training in the classification of clerk. The reclassification shall not Company will establish the requisite training programs, including a maintenance of qualifications program, which may of classroom or on the job training or a combination of both. Employees will take training as determined by the Company. Except as may be retroactive prior necessary to overcome a shortage of qualified employees, employees will, as a general principle, be trained in the order of equipment operator, clerk and heavy equipment operator. Training for a particular classification will, to the issuance extent practicable, be done in seniority order. While in training, employees will be compensated as follows: For regularly assigned employees, at the rate of the Appointing Authority's determinationassignment regularly held. Reclassifications will not be postedFor spare board employees, but at the Union will be notified equipment operators’ rate. For unassigned part time employees, at the helpers’ rate. On any day when bargaining unit members' positions employees are reclassified. 20.4 The development of Classification Specifications or specific job descriptions, the determination of promotional tests, the assignment of appropriate values required to such tests, and the reclassification of bargaining unit members are the rights of the University. The University shall maintain a standardized process for audit and/or classification review for bargaining unit members. When a bargaining unit member requests a classification review, the Office of Human Resources will render a decision within 60 calendar days of the time the request is received. This time period may be extended by written mutual agreement between the University and the Union. In the event a decision is not given within 60 calendar days of the request after being received by the Office of Human Resources or mutually agreed upon date, the request will be treated as if it has been denied and the bargaining unit member will be entitled undergo training in addition to file a request for a hearing with the State Personnel Board of Review as described in Section 20.5. Each employee has a right to a copy of his/her position description. When a position description is changed, affected employees shall be furnished a copy. Any employee and/or the Union may request a copy of his/her current position description and Classification Specification. 20.5 When bargaining unit members' positions are reclassifiedworking their regular assignment, they shall be given notice compensated for all such combined time in writing setting forth excess of regularly assigned hours at rates. When a regular rest day coincides with a classroom training session, other rest days will be substituted without loss of pay. Employees will be allowed such substituted rest days immediately upon completion of the proposed new classification, pay range and salarytraining session. Notwithstanding the provisions of paragraph of Article 8.3, all reclassification issues shall be appealable to the State Personnel Board substitution of Review. A bargaining unit member who desires a hearing shall file a written request, therefore, with the State Personnel Board of Review within thirty (30) days after receiving said written notification. Alternative methods of resolution of classification disputes may be implemented upon mutual agreement. In the event that the Union is not notified of the job audit or classification review, the time for appeal shall be suspended until the determination is issued. A. Whenever bargaining unit members are assigned to work in a higher level position for a continuous period of more than two (2) weeks, but not more than one hundred and eighty (180) rest days in any one (1) year period because with this paragraph shall not require the payment of a temporary absence or vacancy, they will be paid at the minimum base rate for the higher position or at a rate that is at least five (5) percent, above their current base rate, whichever is greater, for the period the bargaining unit member occupies the position provided that the temporary occupancy is approved by the Office of Human Resources/Classification and Compensation. Temporary promotions because an incumbent is on sick leave or medical leave may continue during the period of sickness or disability. Persons temporarily promoted do not attain certification in the higher title. Temporary promotions do not apply to situations where the incumbent is on disability separationovertime rates. B. When a bargaining unit member is assigned to work in a higher level position, the bargaining unit member's department will promptly notify the Office of Human Resources/Classification and Compensation and the bargaining unit member in writing of the temporary occupancy. C. If a bargaining unit member has occupied a higher level position for a period of more than two (2) weeks, the University will not deny the bargaining unit member the commensurate rate of pay because of improper notification by the bargaining unit member's department.