Common use of Position Classification Clause in Contracts

Position Classification. A. The Agency has determined that the position description will accurately reflect the duties, responsibilities, and supervisory controls pertaining to the employee filling that position. B. The Agency has determined to prepare new position descriptions within sixty (60) calendar days but no longer than ninety (90) calendar days of assigning employees to do the work of the position in those instances where no classified position description exists which accurately describes the duties to be performed. C. In the case of new or revised position descriptions, copies shall be provided to NFFE Local 2 within thirty (30) calendar days of the modification being made, and no later than the date it is provided to the employee. Where modifications in position descriptions result in a change in conditions of employment, the Agency will provide NFFE with appropriate notice. A. It is agreed that employees whose duties and responsibilities deviate substantially from those reflected in the position description may seek resolution by requesting a review of a position description reflecting these duties or make a request for a desk audit as provided by the Office of Personnel Management and Department policies. X. Xxxx audits will be performed upon written request of either an employee or the employee's supervisor. Normally, when requesting a desk audit, an employee is required to submit a rationale in support of her/his request to the immediate Supervisor, if the Supervisor is unavailable then the employee may elevate to the next level Supervisor. Supervisory approval and a revised description of duties and responsibilities should also accompany the request. To the extent the supervisor does not approve the employee's request within thirty (30) days, the employee may forward their request directly to the MBDA servicing Classification Human Resources Office. To the maximum extent possible, desk audits will be conducted in a timely manner, generally no more than ninety (90) days from submission of the request to Human Resources and or the governing party responsible for performing the desk audit. C. In a classification appeal resulting from a desk audit within the Agency: 1. The employee has the right to Union representation; 2. The Agency will be notified in advance of Union representative attendance at a meeting under this section. 3. A copy of the written evaluation resulting from the desk audit will be provided to the employee. 4. The employee has the right to make written comments on his/her desk audit as part of the appeal.

Position Classification. A. The Agency has determined that Section 1. Position descriptions (PD) will be prepared by the position description Library and will accurately reflect contain the principal duties, responsibilities, and supervisory controls pertaining to relationships for the purpose of classification. Each bargaining unit member will be provided with an official description of his/her duties and responsibilities in the form of a PD on the day the employee filling that assumes his/her duties. All incumbent bargaining unit employees will be supplied with official PDs. When appropriate, the PD will identify any special qualifications and/or requirements of the position. B. Section 2. The Agency has determined Library agrees that a bargaining unit list consisting of each employee's name, series, grade, title, and organizational unit will be supplied quarterly in machine readable format to prepare new the Guild. Section 3. The Parties agree that the principle of equal pay for substantially equal work will be applied to all position descriptions within sixty (60) calendar days but no longer than ninety (90) calendar days of assigning employees to do the work of the position in those instances where no classified position description exists which accurately describes the duties classifications and actions. If an employee is found to be performed. C. In the case of new or revised position descriptions, copies shall be provided to NFFE Local 2 within thirty (30) calendar days of the modification being made, and no later than the date it is provided to the employee. Where modifications in position descriptions result in a change in conditions of employment, the Agency will provide NFFE with appropriate notice. A. It is agreed that employees whose performing grade- determining higher grade-level duties and responsibilities deviate substantially from than those reflected in the PD and if the Library wishes this level of performance to be continued, the Library is responsible for ensuring that the employee is compensated at the higher grade-level. When, during an individual classification study or maintenance review, it is found that an employee's position description may seek resolution by requesting a review of a position description reflecting these has been assigned grade- determining higher grade-level duties or make a request for a desk audit as provided by the Office of Personnel Management and Department policies. X. Xxxx audits responsibilities, action will be performed upon written request of taken in accordance with appropriate classification standards to either an employee restructure the job or grade the employee's supervisor. Normally, when requesting a desk audit, an employee is required to submit a rationale in support of her/his request to position at the immediate Supervisor, if the Supervisor is unavailable then the employee may elevate to the next level Supervisor. Supervisory approval and a revised description of duties and responsibilities should also accompany the request. To the extent the supervisor does not approve the employee's request within thirty (30) days, the employee may forward their request directly to the MBDA servicing Classification Human Resources Office. To the maximum extent possible, desk audits will be conducted in a timely manner, generally no more than ninety (90) days from submission of the request to Human Resources and or the governing party responsible for performing the desk audithigher level. C. In a classification appeal resulting from a desk audit within the Agency: 1. The employee has the right to Union representation; 2. The Agency will be notified in advance of Union representative attendance at a meeting under this section. 3. A copy of the written evaluation resulting from the desk audit will be provided to the employee. Section 4. The employee has Library will assure that duties which are withdrawn from an employee's official PD are not required of him/her, subject to the right to make written comments on Library's rights in Section 6 and Article 2 (Management Rights). Section 5. Should the Library downgrade an encumbered position as a result of a planned management action (e.g., reorganization or deliberate change of duties), the Library will advise the affected employee(s) of his/her desk audit rights outlined in Article 19 (Reduction-In-Force). Section 6. The Library agrees that phrases such as part of "other related duties" or "other duties as assigned" mean assignments reasonably related to duties, responsibilities, and qualifications outlined in the appealPD. Section 7. LCR 2016-1 (Position Classification and Organization in the Library) and 2016-2

Position Classification. A. The Agency has determined that the Section 1. A position description will accurately reflect consists of all the duties, responsibilities, current major duties and supervisory controls pertaining to the employee filling that positionresponsibilities assigned or delegated by management. B. Section 2. The Agency has determined position description is a written record of the principal duties and responsibilities assigned to prepare new a position descriptions within sixty (60) calendar days but no longer than ninety (90) calendar days of assigning employees to do and which comprise the work of the position in those instances where no classified assigned to an employee. The position description exists which accurately describes the duties shall clearly state what work is to be performed. C. In Section 3. A position description must state the case principal duties, responsibilities and supervisory relationships in a manner necessary for proper classification. However, position descriptions are not expected to contain a comprehensive or exhaustive listing of new each and every task or revised duty which is performed by an employee. Minor duties may be omitted from the position descriptionsdescription or covered by a brief statement showing that minor duties may be performed. Section 4. A group of like positions, copies shall those similar in principal duties, responsibilities and supervisory relations, may be covered by a single position description. Section 5. Neither the listing of duties in a position description nor the inclusion or omission of a statement regarding the performance of other duties as assigned controls or in any manner affects the right of the Employer to assign duties to an employee or to assign, change or eliminate part or all of the duties and responsibilities that have been grouped together to constitute a position. Section 6. It is the obligation of the Employer to periodically review position descriptions to ensure that they reflect the currently assigned duties of the employee, and to ensure that significant changes in duties and responsibilities are reflected in the position description. Section 7. An employee will be provided with a copy of their position description through eopf, or successor system, and upon appropriate request. Section 8. An employee has the right to NFFE Local 2 appeal the classification of his/her position at any time. Before pursuing an appeal, the employee should address his/her concerns with his/her immediate supervisor and second level supervisor. When the classification of a position results in the reduction in grade or pay of an employee, the employee may appeal to the Merit Systems protection Board under such regulations as the Merit Systems Protection Board may prescribe. Section 9. An employee may file a classification appeal directly or designate in writing a representative to process their appeal for him. The appeal must be submitted in writing. Section 10. A General Schedule (GS) employee may file a classification appeal directly with the Office of Personnel Management or through the Appeals Procedure established by the Agency. Federal Wage System employees must first appeal to the NIH before pursuing an appeal with the USOPM. If the employee is dissatisfied with the agency’s decision, he/she then may pursue with USOPM within thirty (30) calendar 15 days of the modification being madeagency’s decision, specifying the part of the agency’s decision with which he/she disagrees. Section 11. Appeals will be processed in accordance with NIH policy and applicable OPM regulations. The appeal must contain the following information: 1. Organizational location of the position; 2. Title (or requested title), series, and no later than grade; 3. Reasons why the date it position is provided believed to be incorrectly classified; and 4. A statement of any relevant circumstances, information, or classification standards which have a bearing on the employeeappeal. Where modifications in position descriptions result in In the event that the Agency makes a change in conditions of employmentwhich is more than de minimis, the Agency will provide NFFE the Union notice and an opportunity to bargain in accordance with appropriate noticeArticle 2 of this agreement and the Statute. A. It is agreed that employees whose duties and responsibilities deviate substantially from those reflected in the position description may seek resolution by requesting a review of a position description reflecting these duties or make a request for a desk audit as provided by the Office of Personnel Management and Department policies. X. Xxxx audits will be performed upon written request of either an employee or the employee's supervisor. Normally, when requesting a desk audit, an employee is required to submit a rationale in support of her/his request to the immediate Supervisor, if the Supervisor is unavailable then the employee may elevate to the next level Supervisor. Supervisory approval and a revised description of duties and responsibilities should also accompany the request. To the extent the supervisor does not approve the employee's request within thirty (30) days, the employee may forward their request directly to the MBDA servicing Classification Human Resources Office. To the maximum extent possible, desk audits will be conducted in a timely manner, generally no more than ninety (90) days from submission of the request to Human Resources and or the governing party responsible for performing the desk audit. C. In a classification appeal resulting from a desk audit within the Agency: 1. The employee has the right to Union representation; 2. The Agency will be notified in advance of Union representative attendance at a meeting under this section. 3. A copy of the written evaluation resulting from the desk audit will be provided to the employee. 4. The employee has the right to make written comments on his/her desk audit as part of the appeal.

Position Classification. A. SECTION 1. The Agency has determined position/job description is a statement of the major duties and responsibilities, qualification and skill requirements, and organizational location of a position within the Activity. The EMPLOYER maintains the currency and accuracy of position/job descriptions, and may add to, modify, or delete provisions thereof as necessary. When changes occur in the major duties, responsibilities or technical functions, the position/job description will be amended to reflect these changes. Minor changes to official position descriptions may be made by pen and ink changes concurrent with review by the classification official. SECTION 2. When a UNIT EMPLOYEE believes that the TITLE, GRADE, or SERIES of their position description is incorrect, they have the right to fully discuss the matter with their immediate supervisor and request that their job be reviewed. The EMPLOYER will accurately reflect take whatever action is necessary to attempt to resolve the duties, responsibilitiesmatter informally, and supervisory controls pertaining will fully consider any pertinent information which the EMPLOYEE desires to present. The EMPLOYEE will be advised by their supervisor concerning the actions taken to resolve the matter and the basis for the decision reached. SECTION 3. An EMPLOYEE has a right, in accordance with the Position Classification Appeal Procedure, to file a job grading (WG) or classification (GS) appeal if they believe that the TITLE, GRADE or SERIES is incorrect. An EMPLOYEE is entitled to a representative of their choice in a formal appeal. Upon the request of the EMPLOYEE or their designated representative, the EMPLOYER will provide information concerning the EMPLOYEE'S appeal rights and the appropriate procedures set forth in applicable regulations. Additionally, the EMPLOYEE and their representative will be permitted to review classification standards that pertain to the employee filling that positionEMPLOYEE rating or position in an appeal. B. SECTION 4. The Agency has determined to prepare EMPLOYER agrees that when new position descriptions within sixty (60) calendar days but no longer than ninety (90) calendar days of assigning employees to do job grading standards are issued, the work of matter will be briefed before the position in those instances where no classified position description exists which accurately describes the duties to be performedrespective Labor/Management Forum. C. In the case of new or revised position descriptions, copies shall be provided to NFFE Local 2 within thirty (30) calendar days of the modification being madea. Position/job descriptions do not control assignments, and no later than the date it is provided to the employee. Where modifications in position descriptions result in a change in conditions of employment, the Agency will provide NFFE with appropriate notice. A. It is agreed that employees whose duties EMPLOYER may direct and responsibilities deviate substantially from those assign specific tasks or projects which are not reflected in the position/job description. When the term "such other duties as may be assigned" or its equivalent is used in a Wage Grade or General Schedule job or position description, the term is mutually understood to mean "tasks that are normally related to the position and are of an incidental nature." b. It is also understood that the language of paragraph (a) above does not prevent the EMPLOYER from assigning unrelated work to EMPLOYEES when of a temporary nature, and when periodically necessary, such as: (1) A general shop, office or station cleanup is periodically required; (2) work as defined in the EMPLOYEE'S position description may seek resolution by requesting a review of a position description reflecting these duties or make a request for a desk audit as provided by the Office of Personnel Management and Department policiesis not available. X. Xxxx audits will be performed upon written request of either an employee or the employee's supervisor. Normally, when requesting a desk audit, an employee is required to submit a rationale in support of her/his request to the immediate Supervisor, if the Supervisor is unavailable then the employee may elevate to the next level Supervisor. Supervisory approval and a revised description of duties and responsibilities should also accompany the request. To the extent the supervisor does not approve the employee's request within thirty (30) days, the employee may forward their request directly to the MBDA servicing Classification Human Resources Office. To the maximum extent possible, desk audits will be conducted in a timely manner, generally no more than ninety (90) days from submission of the request to Human Resources and or the governing party responsible for performing the desk audit. C. In a classification appeal resulting from a desk audit within the Agency: 1. The employee has the right to Union representation; 2. The Agency will be notified in advance of Union representative attendance at a meeting under this section. 3. A copy of the written evaluation resulting from the desk audit will be provided to the employee. 4. The employee has the right to make written comments on his/her desk audit as part of the appeal.

Position Classification. A. The Agency has determined that Each employee in the unit normally will be provided with a description of his/her duties and responsibilities in the form of a current official position description will accurately reflect the duties, (or comparable description of responsibilities, and supervisory controls pertaining to the employee filling that position. B. The Agency has determined to prepare new position descriptions within sixty (60) calendar days but no longer than ninety (90) calendar days of assigning employees to do the work of the position in those instances where no classified position description exists which accurately describes the duties to be performed. C. In the case of new or revised position descriptions, copies shall be provided to NFFE Local 2 within thirty (30) calendar days of the modification being madeentrance on duty. Position descriptions normally will contain only a listing of duties necessary to determine proper classification of work. The position description may also be used to identify training, qualifications, and no later than performance requirements of the date it is provided position. Employees are encouraged to discuss the employeecontents of the official position description with their supervisor. Where modifications When significant changes in position descriptions result in a change in conditions of employment, the Agency will provide NFFE with appropriate notice. A. It is agreed that employees whose duties and responsibilities deviate substantially from those reflected in warrant, the position description may seek resolution by requesting be amended or rewritten to provide a review current description of the work performed. B. Supervisors may revise position descriptions to ensure that they accurately reflect current duties of the position. Determination of the content of position descriptions remains in the discretion of the Employer. C. The Employer retains the right to determine technology, including the use of automated classification systems. If a change in automated classification systems, however, affects working conditions, the Employer will notify AFGE prior to effecting the change and bargain, as requested, in accordance with this Agreement, law, rule and regulation. SECTION 2 An employee who believes that his or her position description reflecting these duties is inaccurate or make incomplete or that the official title, series, or grade of the position is incorrect should discuss this concern with their immediate supervisor. If, after the discussion, the employee desires that his or her title, series, or grade be reconsidered, he or she may take the following action: A. Request reconsideration of the title, series, or grade, by submitting a written reconsideration request for to the appropriate operating human resources office, with a desk audit as provided by copy to his or her supervisor. If the employee is not satisfied with this reconsideration, he or she may appeal according to Paragraph B or C below; B. Formally appeal the title, series, or grade to the Office of Human Resources or its successor. The appeal should discuss the specific aspects of the position that the employee thinks were either misunderstood or not considered adequately. It should also include copies of the current classified Position Description, the Evaluation Report, and a current staffing chart. The Position Description submitted should be the one on which the evaluation is based. A classification decision from the Classification Services Staff will constitute the final classification decision within the Department of Health and Human Services. If the employee does not agree with this decision, he or she may appeal directly to the Office of Personnel Management (OPM) as described in Paragraph C below; C. Appeal the title, series, or grade directly to OPM following the procedures in 5 CFR 511. If the employee is not satisfied with OPM’s decision, he or she has no subsequent appeal rights within the Federal Government. The OPM classification decision constitutes the final decision within the Federal Government and Department policiesis binding on the Agency regardless of the favorableness of the determination. X. Xxxx audits SECTION 3 When the Department or OPM affords the Employer the opportunity to review and comment on proposed position classification standards, the Union will be performed upon written request provided a copy and given the opportunity to comment. The Union’s comments will be identified separately and forwarded with those of either an employee or the Employer. If the Union’s comments are not received in the time frames identified by the Employer, its comments will be forwarded separately. SECTION 4 The Employer agrees to provide to AFGE copies of newly created position descriptions where changes are effected that significantly alter the employee's supervisor’s current duties. NormallyThe Employer agrees to provide these copies within 30 days of the final classification of the position description(s). The Union may submit comments/recommendations on the position descriptions within fourteen (14) calendar days after receipt. The Employer will consider the Union’s comments/recommendations and, when requesting upon request, provide the results of the review. Nothing in this Article shall affect the Employer’s right to assign work and set deadlines for the accomplishment of work. SECTION 5 The phrase “duties as assigned” in position descriptions is meant to include tasks of an incidental or infrequent nature which are impractical to include in the narrative portion of the position description. SECTION 6 Within 15 work days of receiving a request for an internal HHS position review (desk audit), the servicing Office of Human Resources (OHR) will begin the review process. Within 90 days of receipt of the request, the HRC will complete the review process (including the issuance of a written evaluation statement). During any desk audit, an employee is required to submit a rationale in support of her/his request to the immediate Supervisor, if the Supervisor is unavailable then the employee may elevate shall have the right to be accompanied by a Union representative as a silent observer. Any written evaluation statement prepared by the next level Supervisor. Supervisory approval and Employer as a revised description result of duties and responsibilities should also accompany the request. To the extent the supervisor does not approve the employee's request within thirty (30) days, the employee may forward their request directly to the MBDA servicing Classification Human Resources Office. To the maximum extent possible, desk audits will be conducted in a timely manner, generally no more than ninety (90) days from submission of the request to Human Resources and or the governing party responsible for performing the desk audit. C. In a classification appeal resulting from a desk audit within shall be furnished to the Agency: 1employee prior to the adjudication of the classification appeal. The employee has the right to Union representation; 2. The Agency will be notified in advance of Union representative attendance at a meeting under this section. 3. A copy of the written evaluation resulting from the desk audit will be provided to the employee. 4. The employee has shall have the right to make written comments on his/her desk audit as part within five (5) work days after receipt of the appealevaluation statement, which shall be attached and forwarded with the written evaluation statement. The Employer’s determination may, depending upon the issue, be subject to an optional appeal process provided by OPM and outlined in Section 2 above. SECTION 7 The Employer, upon request, agrees to provide the Union access to and copies of written classification standards and qualification standards which the Employer maintains, if they are not otherwise available on the OPM website or other publicly accessible websites that display Federal personnel material. SECTION 8 The Employer agrees to inform the Union within fourteen (14) calendar days when significant changes will be made in the duties and responsibilities of positions held by employees due to reorganization or when changes in position classification standards result in changes in title, series or grade.

Position Classification. A. The Agency has determined a. A job description is a written record of the basic duties and responsibilities assigned to a position and which comprise the major duties assigned to an Employee. b. Neither the inclusion nor omission of duties in a job description controls or in any manner affects the right of the Employer to assign duties to an Employee or to assign, change, or eliminate part or all of the duties and responsibilities that the position description will accurately reflect the duties, responsibilities, and supervisory controls pertaining have been grouped together to the employee filling that constitute a position. B. c. The Agency has determined to prepare new position descriptions within sixty (60) calendar days but no longer than ninety (90) calendar days term "performs other duties as assigned" means tasks that are incidental or temporary in nature and may reasonably be associated with the incumbent's occupation or functional assignment or are of an emergency nature. In assigning employees to do such duties, Management should consider the work capacity and competence of the position Employee to be assigned, to avoid creating health or safety hazards. a. The Employer will, upon request, meet with Employees to discuss and review their job descriptions. The Employer will consider Employee suggestions for changes to the job descriptions that may be needed. b. An Employee may request that his supervisor review the Employee's job description for accuracy in those instances where no classified position the event the Employee feels that the job description exists which accurately describes does not cover the major duties of the position. Such a request will not be construed as a formal complaint and all input will be accepted. c. If the supervisor and the Employee agree on the duties to be performed. C. In the case of new or revised position descriptions, copies shall be provided to NFFE Local 2 within thirty (30) calendar days of the modification being made, and no later than the date it Employee is provided to the employee. Where modifications in position descriptions result in a change in conditions of employmentperforming, the Agency will provide NFFE with appropriate notice. A. It is agreed that employees whose duties and responsibilities deviate substantially from those reflected in the position description may seek resolution by requesting a review of a position description reflecting these duties or make a request for a desk audit as provided by the Office of Personnel Management and Department policies. X. Xxxx audits will be performed upon written request of either an employee or the employee's supervisor. Normally, when requesting a desk audit, an employee is required to submit a rationale in support of her/his request to the immediate Supervisor, if the Supervisor is unavailable then the employee may elevate to the next level Supervisor. Supervisory approval and a revised description of duties and responsibilities should also accompany will be forwarded to the request. To Civilian Personnel Operations Center (CPOC) for appropriate classification action. d. When differences concerning the extent accuracy of a job description cannot be resolved between the supervisor does not approve and the employee's request within thirty (30) daysEmployee, the employee Employee may forward their request directly elect to utilize the MBDA servicing Classification Human Resources Office. To Alternate Dispute Resolution (ADR) process or file a grievance under the maximum extent possible, desk audits will be conducted in negotiated grievance procedure and have a timely manner, generally no more than ninety (90) days from submission of the request right to Human Resources and or the governing party responsible for performing the desk auditUnion representation. C. In a classification appeal resulting from a desk audit within the Agency: 1Section 3. The employee An Employee has the right to Union representation;appeal the classification of his position at any time: 2. The Agency will be notified in advance of Union representative attendance at a meeting a. A General Schedule Employee may appeal to the DOD Civilian Personnel Management Service using the established appeal procedure or directly to the OPM under this sectiontheir appellate procedures. 3. b. A copy of the written evaluation resulting from the desk audit will be provided Federal Wage System Employee must first file a position classification appeal to the employeeDOD Civilian Personnel Management Service. On receipt of a decision, the appeal may be continued to OPM under their appellate procedures. Section 4. The employee has Employees have the right to make written comments on his/her desk audit as part be helped in preparing and presenting classification appeals by representatives of the appealtheir own choosing. Section 5. Retained grade and retained pay rights will be accorded to those Employees whose positions are downgraded in accordance with law and government-wide regulations.

Position Classification. A. The Agency has determined that the position description will accurately reflect the duties, responsibilities, and supervisory controls pertaining to the employee filling that position. B. The Agency has determined to prepare new position descriptions within sixty (60) calendar days but no longer than ninety (90) calendar days of assigning employees to do the work of the position in those instances where no classified position description exists which accurately describes the duties to be performed. C. In the case of new or revised position descriptions, copies shall be provided to NFFE Local 2 within thirty (30) calendar days of the modification being made, and no later than the date it is provided to the employeeSection 1. Where modifications in position descriptions result in a change in conditions of employment, the Agency will provide NFFE with appropriate notice. A. It is agreed that employees whose duties the Position Classification Program shall be conducted within the guidelines issued and responsibilities deviate substantially from those reflected in the position description may seek resolution by requesting a review of a position description reflecting these duties or make a request for a desk audit as provided authority delegated by the Office of Personnel Management Management. The Employer agrees to maintain current and Department policies. X. Xxxx audits accurate position descriptions for all positions in the unit, in accordance with existing instructions. Normally, duties which require five (5) percent or more of an employee's official time will be performed upon written request of either an employee or incorporated in the employee's supervisorofficial position description. NormallyIn the event of reorganizations, when requesting transfer and all related type actions where employees change positions, the Employer agrees to take prompt action to ensure timely classification of positions. The employee will be informed, upon request, of the status of his/her position. Section 2. The Employer agrees that each employee will have access to a desk audit, an employee is required to submit a rationale in support copy of herhis/his request her official position description and any amendment(s) thereto. If changes are made to the immediate Supervisorofficial position description, if the Supervisor is unavailable then supervisor will discuss the employee may elevate to changes with the next level Supervisor. Supervisory approval and a revised description of duties and responsibilities should also accompany the requestaffected employee. To the extent that nothing shall interfere with the supervisor does not approve Employer's right to assign work, such discussion will normally occur prior to making the changes. The Employer agrees to provide the Union a written advanced copy of any and all new position descriptions, and proposed changes or amendments (other than de minimus changes) to existing position descriptions, and the Union will be afforded the opportunity to bargain upon request prior to the Employer sending the Section 3. An employee may, at any time, submit a recommended change in his/her position description. The Employer agrees to meet promptly with the employee's request within thirty (30) days, and, with the consent of the employee, a representative of the Union, to consult and to consider all pertinent facts relating to the request. The Employer shall, as soon as practicable thereafter, notify the employee of its decision. If the decision is unsatisfactory to the employee, and the employee believes that he/she is being misassigned, the employee matter may forward their request directly be referred to the MBDA servicing Classification Human Resources Officegrievance and arbitration procedure as herein provided so long as it is not an issue appealable under Section 4 of this Article. Section 4. To If an employee believes that the maximum extent possibleclassification (title, desk audits series or grade) of his/her position is in error, upon request the employee will be conducted in a timely manner, generally no more than ninety (90) days from submission of furnished information on appeal rights and the request to Human Resources and or the governing party responsible procedures for performing the desk audit. C. In a classification appeal resulting from a desk audit within the Agency: 1filing an appeal. The employee has the right to Union representation; 2. The Agency will be notified may appeal through a representative designated in advance of Union representative attendance at a meeting under this sectionwriting. 3Section 5. A copy It is recognized that Bargaining Unit Employee’s (BUE) may be authorized to act on behalf of the written evaluation resulting from the desk audit will be provided supervisor’s during periods of absences. In most instances, absences are for limited periods of time. PD’s do not need to contain reference to the employeeperformance of temporary fill-in supervisory duties. While filling in/”acting” as a supervisor, BUE’s will not recommend promotion, participate in appraisals or disciplinary actions and will not have signatory authority for personnel actions and will not act to otherwise adversely affect any other BUE. When authorized to “act” in excess of two weeks, the Employer agrees to abide by Article 24, Details. 4. The employee has the right to make written comments on his/her desk audit as part of the appeal.

Position Classification. A. The Agency has determined that Section 1. All appeals of classification actions by employees in the position description bargaining unit shall be governed by LCR 2016-2 and 5 U.S.C. Chapter 51. Where this Article modifies LCR 2016-2, the modifications will accurately reflect have precedence. Section 2. Position descriptions will be prepared by the Library and will contain the principal duties, responsibilities, and supervisory controls pertaining to relationships for the purpose of classification. Each unit member will be provided with a current and accurate description of his or her duties and responsibilities in the form of a position description on the day the employee filling assumes his or her new duties. Where there is an incumbent, the employee will be afforded the right to review and request revision of his or her supplied job description. When appropriate, the position description will identify any special qualifications or requirements of the position. When the Library or CRS determines that position. B. The Agency has determined significant changes in the duties and responsibilities of a position so warrant, the position description will be amended or rewritten to prepare new position descriptions within bring it to a current status no later than sixty (60) calendar days but no longer than ninety (90) calendar days of assigning employees after the determination has been made. The Association shall have the right to do recommend changes in position descriptions. Position descriptions shall be available for examination and copying by the work of the position in those instances where no classified position description exists which accurately describes the duties to be performedAssociation upon request. C. In Section 3. Should any employee find inaccuracies in his or her position description, or be dissatisfied with the case of new or revised position descriptions, copies shall be provided to NFFE Local 2 within thirty (30) calendar days of the modification being made, and no later than the date it is provided to the employee. Where modifications in position descriptions result in a change in conditions of employment, the Agency will provide NFFE with appropriate notice. A. It is agreed that employees whose duties and responsibilities deviate substantially from those reflected in the position description may seek resolution by requesting a review of a position description reflecting these duties or make a request for a desk audit as provided by the Office of Personnel Management and Department policies. X. Xxxx audits will be performed upon written request of either an employee or the employee's supervisor. Normally, when requesting a desk audit, an employee is required to submit a rationale in support of her/his request to the immediate Supervisor, if the Supervisor is unavailable then the employee may elevate to the next level Supervisor. Supervisory approval and a revised description of duties and responsibilities should also accompany the request. To the extent the supervisor does not approve the employee's request within thirty (30) daysclassification, the employee may forward their request directly to discuss this concern with the MBDA servicing Classification supervisor. If this is not satisfactory, the employee may also discuss the matter with a Human Resources OfficeSpecialist. To Following this discussion, if the maximum extent possibleemployee remains dissatisfied with the classification of his or her position, desk audits the employee will be conducted given a copy of Section 4 A.(2) of LCR 2016-2 and advised of his or her classification appeal rights. A. The Parties recognize that the principle of equal pay for substantially equal work, as set forth in 5 U.S.C. 5101, will be applied to all position classifications. When, during an individual classification study or maintenance review initiated by the employee or the Library, it is found that an employee's position has been delegated higher level duties and responsibilities, action will be taken in accordance with appropriate classification standards to either restructure the job or grade the employee's position at the higher level. The reclassification of a timely manner, generally no more than ninety (90) days from submission unit position will be effective at the beginning of the request first full pay period following final action by the Library, in accordance with LCR 2016-2. B. Where a position requires a periodic or regular rotation of an employee from one set of duties to Human Resources and or another set of duties, such requirements shall be set forth in the governing party responsible for performing the desk auditposition description. C. In Should the Library consider downgrading an occupied position, the Library may either transfer the employee to a vacant position for which he or she is qualified or advise the employee of his or her bumping rights outlined in the Reduction-in-Force Article of this Agreement. X. Xxxxxxx such as “other related duties” or “other duties as assigned” in position descriptions normally mean assignments that are reasonably related to the responsibilities, duties, and qualifications in an employee’s position description. However, as indicated in Article III above, the Library reserves the right provided in 5 USC 7106(a)(2)(B) to assign work to employees in particular situations as the Library determines is necessary to accomplish its mission. Section 5. When the Library intends to begin a classification appeal resulting from survey of a desk audit CRS organizational unit, the Library agrees to notify the Association in writing at least two (2) weeks before the survey begins. After each survey the Human Resources Operations Office shall notify the Association of the results within the Agency:three weeks of official certification. 1Section 6. The employee has the right to Union representation; 2. The Agency will be notified Employees who have served 52 consecutive weeks in advance of Union representative attendance a position at a meeting under this sectionhigher grade who are placed in a lower-grade position as the result of a reclassification shall be entitled to retain their grade and pay in accordance with the provisions of 5 U.S. Code Sections 5362 and 5363. 3. A copy of the written evaluation resulting from the desk audit will be provided to the employee. 4. The employee has the right to make written comments on his/her desk audit as part of the appeal.