POSITION DESCRIPTION ACCURACY. The parties agree that it is the responsibility of the Employer and the Employee to ensure that position descriptions are accurate. Therefore, Supervisors and Employees are encouraged to meet on a yearly basis, at a minimum (during the initial performance counseling session), to certify the accuracy of the position description. If position descriptions are rewritten or edited as a result of these discussions, the Employer will provide a copy to the Employee and a copy will be made available to the Union upon request.
POSITION DESCRIPTION ACCURACY. When differences concerning the accuracy of the contents of a position description cannot be resolved between the supervisor and the employee, the employee/AFGE Council Local representative may file a grievance under the negotiated grievance procedure. Such grievances will not include issues concerning the appropriate classification of the title, grade and/or series of the position. The matter concerning content accuracy must be resolved before an employee may file a position classification appeal.
POSITION DESCRIPTION ACCURACY. Any employee in the bargaining unit shall be afforded the opportunity to meet with their supervisor for the purpose of reviewing their position description for accuracy. When an employee alleges that his position description is not accurate and is unable to resolve the disagreement he/she may seek relief under Article 5, Grievances.
POSITION DESCRIPTION ACCURACY. Supervisors and Employees are encouraged to meet on a regular basis, at a minimum (during the initial performance counseling session), to verify the accuracy of the position description. If it is determined the position description is inaccurate the HR office can conduct a desk audit. If position descriptions are rewritten or edited as a result of these discussions, the Supervisor will provide a copy to the Employee and a copy will be made available to the Union upon request and ensure labor obligations are met. (Reference Article 3, Section 2)
