Position Audit. Unless otherwise ordered by a court of competent jurisdiction, employees who believe that their individual position has changed due to gradual changes over a period of time in the kind, responsibility, or difficulty of the work performed, may request that their position be audited to assure proper classification. To request a position audit, the employee must submit a Job Analysis Questionnaire on the form provided by the Human Resources Department. The employee will complete the questionnaire and submit it to their supervisor for review, comments and signature. The supervisor will forward it to the department head for similar action. The department head will forward the completed and signed questionnaire to the Human Resources Department. If the supervisor fails to act upon the request within 30 calendar days, the employee may forward the request to the department head with another copy provided to the supervisor. If the department head fails to respond within 30 calendar days after receiving the questionnaire, the employee may document the department’s failure to provide a timely response, and may then submit the study request directly to the Human Resources Department. Requests for study of an employee’s individual position may be submitted no more than once every 24 calendar months, unless the Parties agree that substantial changes have occurred in the position justifying the need for a new audit. If the audit results in a reclassification of the individual position no vacancy shall be deemed to have been created. Upon reclassification, to a position providing a higher maximum salary, the incumbent employee shall be appointed to the reclassified position and the incumbent employee's pay shall be determined in accordance with Section 9.03, Subd. 1 of this Agreement. The effective date of the reclassification for pay and seniority purposes shall be the date upon which the involved employee submitted a completed request for reclassification to the Employer's Human Resources Department with a copy to the involved Department Head. The provisions of this section shall apply only to the incumbent employee who has been permanently certified to the involved position. When a position is reclassified as a result of gradual changes over a period of time in the kind, responsibility, or difficulty of the work performed in a position to a classification providing a lower maximum salary, the involved incumbent employee may request that the reclassification be consider...
Position Audit. Unless otherwise ordered by a court of competent jurisdiction, an employee who believes their individual position has changed due to gradual changes over a period of time in the kind, responsibility, or difficulty of the work performed may request that their position be audited to assure proper classification. To request a position audit, the employee must submit a Job Analysis Questionnaire provided by the Human Resources Department. Requests for study of an employee’s individual position may be submitted no more than once per every 24 calendar months unless the Parties agree that substantial changes have occurred in the position justifying the need for a new audit. If the audit results in a reclassification of the individual position, no vacancy shall be deemed to have been created. Upon reclassification to a position providing a higher maximum salary, the incumbent employee shall be appointed to the reclassified position and the incumbent employee's pay shall be determined in accordance with Section 9.03, Subd. 1 of this Agreement. The effective date of the reclassification for pay and seniority purposes shall be the date upon which the involved employee submitted a properly completed request for reclassification to the Employer's Human Resources Department with a copy to the involved Department Head or Manager. The provisions of this section shall apply only to the incumbent employee who has been permanently certified to the involved position.
Position Audit. Section 1. During any consecutive period of twelve (12) months, a bargaining unit
Section 2. If the employee is improperly classified, the University will, at its option,
Section 3. Position specifications and job content are the responsibility of the University;
Section 4. The University will make a determination within forty (40) work days after the
Section 5. An appeal of the University’s determination will be initiated at Step Two of
Position Audit. A. Bargaining unit members who believe they are working out of their classification or performing work of another classification shall have the right to file for a position audit of their position twice per contract term per position at least one (1) year apart per request. Such audit shall be conducted by the Department of Administrative Services as provided for in Chapter 123:1-3-01 of the Administrative Code.
B. Disagreements with the Department of Administrative Services (D.A.S.) determinations must be appealed through Article 27: Grievance Procedure and filed at Step Two. If appealed to arbitration, the arbitrator shall have the authority to decide the classification.
Position Audit. When an employee believes their individual position should be audited as a result of gradual changes over a period of time in the kind, responsibility, or difficulty of the work performed in the individual position, the employee may submit a request for audit on a form provided by the Human Resources Department. Requests for study of an employee’s individual position may be submitted no more than once per every 24 calendar months unless the Parties agree that substantial changes have occurred in the position justifying the need for a new audit. If the audit results in a reclassification of the individual position, no vacancy shall be deemed to have been created. Upon reclassification to a position providing a higher maximum salary, the incumbent employee shall be appointed to the reclassified position and the incumbent employee's pay shall be determined in accordance with Section 10.03, Subd. 1 of this Agreement. The effective date of the reclassification for pay and seniority purposes shall be the date upon which the involved employee submitted a properly completed request for reclassification to the Employer's Human Resources Department with a copy to the involved Department Head or Manager. The provisions of this section shall apply only to the incumbent employee who has been permanently certified to the involved position.
Position Audit. A member of the bargaining unit may request an audit of the classification of their position by submitting a completed Position Audit packet provided by the University. The Position Audit packet shall require the signature of the bargaining unit member. Absent unusual circumstances, the Chief Human Resources Officer or their designee will inform the bargaining unit member, in writing, of the results of the audit within 110 calendar days after receipt of the Position Audit packet if an on-site audit is not required, or within 130 calendar days after receipt of the Position Audit packet if an on-site audit is required. If unusual circumstances arise which prevent the completion of a position audit within these time limits, the University will provide the bargaining unit member and the Union President with a written explanation of the circumstances prior to the above deadline, and the deadline for completion of the audit will be extended to 145 calendar days after receipt of the bargaining unit member's completed Position Audit packet. In the event the position audit determines that the bargaining unit member's position is to be reclassified, the effective date of the reclassification shall be no later than the beginning of the pay period immediately following the receipt of the completed Position Audit packet (see Article 3.
3 A) for rate of reclassification).
Position Audit. A member of the bargaining unit may request an audit of the classification of their position by submitting a formal Audit Request Form and a completed Position Audit Questionnaire provided by the University. Both forms shall require the signature of the bargaining unit member. Absent unusual circumstances, the Chief Human Resources Officer or their designee will inform the bargaining unit member, in writing, of the results of the audit within 110 calendar days after receipt of the request and completed questionnaire if an on-site audit is not required, or within 130 calendar days after receipt of the request and completed questionnaire if an on-site audit is required. If unusual circumstances arise which prevent the completion of a position audit within these time limits, the University will provide the bargaining unit member and the Union President with a written explanation of the circumstances prior to the above deadline, and the deadline for completion of the audit will be extended to 145 calendar days after receipt of the bargaining unit member's completed request and completed questionnaire for audit. In the event the position audit determines that the bargaining unit member's position is to be reclassified, the effective date of the reclassification shall be no later than the beginning of the pay period immediately following the receipt of the Audit Request Form and completed questionnaire (see Article 3.3 A) for rate of reclassification).
Position Audit. Unless otherwise ordered by the court of competent jurisdiction, employees who believe that their individual position has changed due to gradual changes over a period of time in the kind, responsibility, or difficulty of the work performed, may request that their position be audited to assure proper classification. To request a position audit, the employee must submit a Job Analysis Questionnaire on the form provided by the Human Resources Department. The employee will complete the questionnaire and submit it to their supervisor for review, comments and signature. The supervisor will forward it to the department head for similar action. The department head will forward the completed and signed questionnaire to the Human Resources Department. If the supervisor fails to act upon the request within 30 calendar days, the employee may forward the request to the department head with another copy provided to the supervisor. If the department head fails to respond within 30 calendar days after receiving the questionnaire, the employee may document the department’s failure to provide a timely response, and may then submit the study request directly to the Human Resources Department. Requests for study of an employee’s individual position may be submitted no more than once every 24 calendar months, unless the Parties agree that substantial changes have occurred in the position justifying the need for a new audit.
Position Audit. Section 1. During any consecutive period of twelve (12) months, a bargaining unit member may request a review of their job classification to determine whether the
Section 2. If the employee is improperly classified, the University will, at its option, remove permanent job responsibilities which are inconsistent with the employee’s current classification or reclassify the bargaining unit member to the appropriate bargaining unit classification. When a bargaining unit member is reclassified, the employee shall be given notice setting forth the new classification, pay range, and wage rate.
Section 3. Position specifications and job content are the responsibility of the University; provided, however, that an employee may grieve the University's determination as to whether the employee is classified in the bargaining unit position which best corresponds to their actual duties.
Section 4. The University will make a determination within forty (40) work days after the employee submits the completed position audit form to their supervisor provided, however, that if the employee is reclassified, their new rate, if applicable, will be retroactive to the date they requested a review. The employee’s supervisor will date and acknowledge the receipt of the position audit form. The Union will be made aware of the University’s determination by means of either campus mail, e-mail, or a fax copy sent to the local Union President.
Section 5. An appeal of the University’s determination will be initiated at Step Two of the grievance procedure.
Position Audit. Section 1. During any consecutive period of twelve (12) months, a bargaining unit member may request a review of their job classification to determine whether the employee is working within his assigned classification. In case of a substantial change of an employee's job content, the employee may request one (1) additional review of their job classification during the term of this collective bargaining agreement. After an employee has requested this "extra" review, a twelve (12) month period must pass before requesting another review. The employee will be afforded a reasonable opportunity to submit facts relative to the classification.
Section 2. If the employee is improperly classified, the University will reclassify the
Section 3. Position specifications and job content are the responsibility of the University; provided, however, that an employee may grieve the University's determination as to whether the employee is classified in the position which best corresponds to their actual duties.
Section 4. The University will make a determination within forty (40) work days after the employee submits the completed position audit form to their supervisor provided, however, that if the employee is reclassified, their new rate will be retroactive to the date they requested a review. The employee's supervisor will date and acknowledge the receipt of the position audit form. The Union will be made aware of the University's determination by means of either campus mail or a fax or copy sent to the local Union President.
Section 5. An appeal of the University's determination will be initiated at step three of the grievance procedure.
