Reclassification of Existing Positions. For organizational and operational purposes, the City may modify and/or reclassify existing position(s) which may or may not affect their status within the bargaining unit or pay plan. Prior to implementation, the City shall provide a written statement (including job descriptions and other related/pertinent documentation) to the Union. If the Union disputes the City’s position, the Union shall within ten (10) business days of receiving the City’s written position statement request a meeting with the Human Resources Director, or designee, to discuss the position relative to the bargaining unit and/or the reclassification(s)/modification(s). If the meeting does not resolve the dispute, the Union may pursue other dispute resolution means available, including, but not limited to, a review by the Maine Labor Relations Board or formal grievance process in Article 9. If the Union does not request a meeting within the aforementioned ten (10) business days, the recognition of the reclassification(s) or modification(s) by the City shall be deemed acceptable by the Union. In the event there is an existing employee in a position that gets reclassified under this section the employee shall not be required to serve another probationary period.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
