Job Classification Review. Each fiscal year of this Agreement, LRCEA and the District shall meet to review and discuss select classification families and job classifications therein subject to the following:
Job Classification Review. An employee may request that his or her position classification be reviewed to determine if the position is properly classified. The request shall be submitted in writing to the Human Resources Office and shall include a cover letter explaining the request and a completed classification form. The Human Resources Office response shall be communicated in writing within thirty (30) working days. If the employee is not satisfied, the employee and the Union may appeal the decision to the Human Resources Director. A meeting shall be held within fifteen (15) working days with the Director, the employee, the employee’s supervisor and Union Representatives to review the request. The Employer shall submit a decision in writing, within twenty-five (25) working days of the meeting. If denied, the Employer’s decision shall specifically outline the reason for denial. If the employee is not satisfied with the outcome, the Union may proceed to arbitration. Arbitration must be requested within thirty (30) days of the receipt of the Employer’s written decision. Any wage adjustment that may be appropriate as a result of the classification review will only be retroactive to the date the initial review request was properly submitted to the Employer.
Job Classification Review. THE UNION may submit a job classification for review if there has been a significant change in the duties and responsibilities of the job. Written notice shall be given to THE HOSPITAL ninety (90) days prior to the termination of the contract of the job(s) to be reviewed. The review shall be made by a Review Panel consisting of three persons designated by THE UNION and three by THE HOSPITAL. The Panel shall attempt to make recommendations for use by both parties in negotiations for a successor contract.
Job Classification Review. During the first year of this agreement, LRSA and the District shall meet and review LRSA job classifications for potential consolidation and family grouping. Each year thereafter, LRSA and the District shall meet to review and discuss a select job family:
Job Classification Review. If an Employee believes the Employee’s position is improperly classified, the Employee may submit a written request for a job classification review to the Director of Human Resources with a copy to the Department Head. If, after review and consultation with the Department Head, it is determined by the Director of Human Resources that the position should be reclassified based on the job duties performed any pay adjustment shall be made retroactive to the date of the request. Nothing in this Section precludes the Director of Human Resources from determining that the Employee is working out of class but directing the Employee through the Department Head to perform the work of the original job classification instead of reclassifying the positions.
Job Classification Review. A. If an Employee believes the Employee’s job description or grade assignment is incorrect or needs adjusting, the Employee may request that either the job description or grade assignment or both be reviewed in accordance with the Personnel Policies Handbook.
Job Classification Review. (a) When an employee feels that there is conflict between the job description and the duties he/she is required to perform or that the position is improperly classified, the employee shall discuss the matter with his/her immediate supervisor.
Job Classification Review. Every wage classification has the opportunity to compare its wage with a list of cities noted in the Association of Washington Cities (AWC) Wages and Benefits Survey for cities with a population from 2500 to 7500. All comparisons will be made at the top step (E) of the range. If the wage falls five percent (5%) or below the average comparable rate, the Employee(s) may request an adjustment to be negotiated by the Union Negotiations Committee. The Union will submit such request to the City, along with documentation of comparisons, no earlier than April 1 and no later than May 31 during each year of the contract. The City and Union will then meet no later than July 31 to negotiate the proper adjustment to bring the position/classification in line with the comparable average, based on job description and comp cities. The City shall provide the Union a written MOU within ten (10) business days of meeting outlining the agreed to pay increase/classification change. The corresponding wage increase shall begin on the first day of the following month, provided that the payroll records can be adjusted within the proper time frame. If a classification comparison shows that the wages are above the average, the position wage can be frozen until the average catches up.
Job Classification Review. If an Employee believes the Employee’s position is improperly classified, the Employee may submit a written request for a job classification review to the Director of Human Resources with a copy to the Fire Chief. If, after review and consultation with the Fire Chief, it is determined by the Director of Human Resources that the position should be reclassified based on the job duties performed any pay adjustment shall be made retroactive to the date of the request. Nothing in this Section precludes the Director of Human Resources from determining that the Employee is working out of class but directing the Employee through the Fire Chief to perform the work of the original job classification instead of reclassifying the position.
Job Classification Review. An employee may make a written request for Job Classification Review to their Department Head or the Sheriff or his designee. If no action is taken on an employee’s request for reclassification within six (6) weeks after receipt of the completed job description documents, then such request shall be submitted directly to the County Human Resources Manager. The Human Resources manager shall review the merits of the request normally within forty-five (45) working days of receiving the request and may conduct a classification audit. When a review cannot be completed The Human Resources Manager shall notify the Union and the employee of the revised date of completion. The employee shall be notified in writing of the decision.
