Position Descriptions and Classification Sample Clauses

Position Descriptions and Classification. ‌ Section 17.01 Overview‌ A. The Agency will follow all applicable laws, regulations, and internal policies:
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Position Descriptions and Classification. Section 8.1 - Policy. Each employee shall have a position description which is accurate as to title, series, grade, and which clearly states major duties. A position description is deemed to be accurate when the principle duties, knowledge requirements, and supervisory relationships are described and it covers eighty (80) percent or more of the work situation. All major duties must be covered in the eighty (80) percent or more of the work situation. Section 8.2 - An employee who believes his/her position description no longer accurately states their major duties and responsibilities, may submit a written request for review, including a summary of the points to be reviewed, to his/her supervisor. The supervisor will then review the position description for accuracy and present his/her findings to the employee within thirty (30) days from the employee’s request for review. In conducting the review, the supervisor will consider the employee’s written and oral comments. If the supervisor finds the position description to be inaccurate, the supervisor shall forward a revised position description to the servicing personnel office for classification. If the supervisor feels the position description is accurate, the employee may request the servicing personnel office officially review the position, which could include a desk audit. This request will be done in writing and will include all the documentation from the original request, including the employee’s comments and the supervisor’s response. This official review by the servicing personnel office shall be completed within sixty (60) days of the receipt of the employee’s request for review. If the employee is not satisfied with the results of the review, he/she may grieve in accordance with Article 5. The employee may request union representation during discussions with management during this process.
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Position Descriptions and Classification. SECTION 1. Employees will be furnished a copy of their position descriptions within thirty (30) days of initially entering a position and as major changes are made. An employee’s supervisor shall discuss with the employee any major change he/she contemplates making to the employee’s position description before any changes are made except under extenuating circumstances, e.g., prolonged absences. The phrase “other duties as assigned” will normally be reasonably related to the duties of the employee’s position. SECTION 2. The Employer will assure that all Unit position descriptions are periodically reviewed and are updated to reflect all major changes in duty assignments. SECTION 3. Position Classification Standards are available to employees and Union via the XXXX website. SECTION 4. An employee who believes his/her position description is improperly classified and/or described may discuss the matter with the supervisor. The supervisor with such assistance as required, shall explain the basis upon which duties were described and the position classified. SECTION 5. An employee who believes his duties are not accurately described in their position description should bring this to the attention of the supervisor for resolution. If satisfactory resolution is not reached, the employee may grieve the accuracy of duty description through the Negotiation Grievance Procedures, but not the classification (i.e., title, pay plan, series or grade) of the position. SECTION 6. An employee who believes his position is not properly classified (incorrect title, pay plan, series or grade) may file a classification appeal. A GS employee may appeal directly to DoD and if dissatisfied with DoD decision the employee may file a subsequent appeal to OPM. An employee also has the option of appealing directly to OPM, bypassing DoD channels.
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Position Descriptions and Classification. ‌ The Agency recognizes and agrees to adhere to its obligations under the applicable laws (e.g. 5 USC Chapter 51), and regulations (e.g. 5 CFR 511).
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Position Descriptions and Classification. SECTION 1 Position descriptions will be kept current and will be based upon the principal duties and responsibilities assigned to each position. All identical positions within the same organization unit will normally be covered by the same position description. Any changes in the position description will be discussed with the employee by the Employer. In cases where more than one employee is affected, the discussion may be held with a group of employees. Employees will be furnished a copy of the changed position description as soon as administratively possible and/ or will be advised to make pen and ink changes to their copy of the position description. SECTION 2 Any unit employee who feels his position is improperly classified must first consult with his supervisor for clarification. Should the supervisor be unable to resolve the employee's questions, the employee may request a meeting with the Human Resources Advisor and his supervisor to discuss the basis for the classification of the position. At the employee's request, a Union Representative may attend. Should this fail to resolve the employee's questions, the employee will be advised that he may file a classification appeal under appropriate regulations. SECTION 3 If the employee wishes to file a classification appeal, he may consult with the Human Resources Division.
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Position Descriptions and Classification. Section 1 Position Description and Classification procedures will be done in accordance with government wide rule and regulation, as well as Departmental Regulations, currently 0000-000-000 Position Classification and 4030-335-002- Merit Promotion and Internal Placement and this Agreement. Position descriptions will be made available to employees and will include description of major duties of the position, to include proper title, series and grade. Regular and recurring duties performed that involve special training and/or certification should also be reflected in the Position Description. An employee's supervisor shall discuss with the employee any major change they consider making to the employee's position description before changes are made.
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Position Descriptions and Classification 
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Related to Position Descriptions and Classification

  • Position Descriptions Individual position descriptions shall be reduced to writing and delineate the duties currently assigned to an employee’s position. A dated copy of the position description shall be given to the employee upon assuming the position and when the position description is amended. The individual position description shall be subject to at least an annual review with the employee. Nothing contained herein shall compromise the right or the responsibility of the Agency to assign work consistent with the classification specification.

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • Position Description The employee shall be responsible for drafting his/her position description form and shall forward it to his/her supervisor for approval. When the employee and the supervisor disagree on the job description, they shall meet promptly and attempt to reach an agreement on the employee's job duties. In the event that an agreement cannot be reached, the supervisor will finalize the job description in accordance with the supervisor's understanding and expectations of the position. The employee may submit his or her comments for the classification analyst to consider when reviewing the position description.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • Classification Plan The Classification Plan prepared by the provincial negotiating employer group after consultation with the provincial negotiating union group for the categories of technical and paratechnical support, administrative support and labour support positions, February 7, 2011 edition, including any change made or new class added during the term of the agreement.

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • CLASSIFICATIONS AND WAGES The Employer will pay employees pursuant to the wage schedule attached hereto as Schedule “A” and forming part of this Collective Agreement.

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