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Common use of Reclassification Procedure Clause in Contracts

Reclassification Procedure. Section 1. Any employee may submit a request for a change in the classification of a position to human resources for a review and recommendation. Whenever human resources finds that the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classification. Section 2. When the County initiates a reclassification, the employee shall be given full opportunity to participate in the review process prior to a decision being made. Section 3. Disagreement between an employee and human resources relative to the allocation of a new position or the reclassification of an existing position may be appealed to the Personnel Officer within ten (10) calendar days of the date the report is issued. The appeal to the Personnel Officer shall be in writing and contain specific information as to why the appellant believes the staff report is in error or incomplete. The Personnel Officer shall investigate the matter and render a decision in writing. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it back to the Personnel Officer for further review, or conduct a hearing on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which shall be final. Section 4. If an employee is reclassified to a position with a lower pay range, the employee’s pay rate may remain the same if it is within the pay range of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If this move places the employee between steps, the County will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassification. Section 5. In the event that an employee’s position is reclassified upward, the employee will not be required to serve a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall to the former classification for which they attained regular status or priority placement as laid-off employees. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association President.

Appears in 4 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement

Reclassification Procedure. Section 1. Any If an employee feels that his/her job classification may submit a request for a change no longer be correct due to significant changes in the classification job duties and/or responsibilities of a position to human resources for a review and recommendation. Whenever human resources finds that the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classification. Section 2. When the County initiates a reclassificationposition, the employee may obtain a position classification study from the Human Resources Department, complete it and submit the request to his/her immediate supervisor. The written request shall be given full opportunity to participate include the reason(s) for the job evaluation study and detail the significant changes in the job duties and/or responsibilities. The immediate supervisor shall review process prior to a decision being made. Section 3. Disagreement between an employee the request and human resources relative forward it to the allocation department xxxx/director who shall review the request and respond to the employee within twenty (20) working days. If the xxxx/director agrees with the changes in the job duties and responsibilities of the position, he/she shall forward a new position request, no later than November 1, to the Human Resources Department for a job description questionnaire for the employee to complete. If the immediate supervisor or the reclassification xxxx/director does not agree with the changes in the job duties and responsibilities of the position, the employee has the option to review the request with the next level of supervision and receive an existing position may be appealed to answer finalizing the Personnel Officer job duties and responsibilities within ten (10) calendar days working days. The two (2) completed forms shall be returned to the immediate supervisor and he/she shall review the responses to determine that the responses accurately represent the duties and responsibilities of the date position and forward the report is issuedforms to the department xxxx/director for review. Any discrepancies shall be reviewed with the employee, corrected, and agreed to prior to forwarding the completed forms to the Human Resources Department for evaluation. The completed forms must be received by the Human Resources Department between January 15 and February 15 of each year. Based on the results of the evaluation, a determination will be made as to whether there have been significant changes in job duties and/or responsibilities to result in a change in level. The result of the evaluation will be sent to the xxxx/director by March 15 for discussion with the employee. Should the employee disagree with the evaluation decision, the employee may appeal the decision and submit his/her rationale for the appeal to a review panel consisting of two (2) administrators appointed by the College President and two (2) professional/technical employees appointed by the Union. The appeal to must be received by the Personnel Officer shall be in writing and contain specific information as to why the appellant believes the staff report is in error or incompleteHuman Resources Department by April 1. The Personnel Officer panel shall investigate review the matter evaluation and render issue a final decision in writingby May 1. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it back to the Personnel Officer for further review, or conduct a hearing on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which panel shall be finalnon-precedential. Section 4. If an employee is reclassified to a position with a lower pay range, the employee’s pay rate may remain the same if it is within the pay range of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If this move places the employee between steps, the County will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassification. Section 5. In the event that an employee’s position is reclassified upward, the employee will not be required to serve a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall to the former classification for which they attained regular status or priority placement as laid-off employees. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association President.

Appears in 3 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement

Reclassification Procedure. Section 1. Any If an employee feels that his/her job classification may submit a request for a change no longer be correct due to significant changes in the classification job duties and/or responsibilities of a position to human resources for a review and recommendation. Whenever human resources finds that the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classification. Section 2. When the County initiates a reclassificationposition, the employee may obtain a position classification study from the Human Resources Department, complete it and submit the request to his/her immediate supervisor. The written request shall be given full opportunity to participate include the reason(s) for the job evaluation study and detail the significant changes in the job duties and/or responsibilities. The immediate supervisor shall review process prior to a decision being made. Section 3. Disagreement between an employee the request and human resources relative forward it to the allocation department xxxx/director who shall review the request and respond to the employee within twenty (20) working days. If the xxxx/director agrees with the changes in the job duties and responsibilities of the position, he/she shall forward a new position request, no later than November 1, to the Human Resources Department for a job description questionnaire for the employee to complete. If the immediate supervisor or the reclassification xxxx/director does not agree with the changes in the job duties and responsibilities of the position, the employee has the option to review the request with the next level of supervision and receive an existing position may be appealed to answer finalizing the Personnel Officer job duties and responsibilities within ten (10) calendar days working days. The two (2) completed forms shall be returned to the immediate supervisor and he/she shall review the responses to determine that the responses accurately represent the duties and responsibilities of the date position and forward the report is issuedforms to the department xxxx/director for review. Any discrepancies shall be reviewed with the employee, corrected, and agreed to prior to forwarding the completed forms to the Human Resources Department for evaluation. The completed forms must be received by the Human Resources Department between January 15 and February 15 of each year. Based on the results of the evaluation, a determination will be made as to whether there have been significant changes in job duties and/or responsibilities to result in a change in level. The result of the evaluation will be sent to the xxxx/director by March 15 for discussion with the employee. Should the employee disagree with the evaluation decision, the employee may appeal the decision and submit his/her rationale for the appeal to a review panel consisting of two (2) administrators appointed by the College President and two (2) professional/technical employees appointed by the Union. The appeal to must be received by the Personnel Officer shall be in writing and contain specific information as to why the appellant believes the staff report is in error or incompleteHuman Resources Department by April 1. The Personnel Officer panel shall investigate review the matter evaluation and render issue a final decision in writingby May 1. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it back to the Personnel Officer for further review, or conduct a hearing on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which panel shall be finalnon- precedential. Section 4. If an employee is reclassified to a position with a lower pay range, the employee’s pay rate may remain the same if it is within the pay range of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If this move places the employee between steps, the County will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassification. Section 5. In the event that an employee’s position is reclassified upward, the employee will not be required to serve a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall to the former classification for which they attained regular status or priority placement as laid-off employees. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association President.

Appears in 3 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement

Reclassification Procedure. The parties shall use the following procedure to process reclassification requests. Section 1. Any employee may submit a The SOCP shall furnish class specifications at the request for a change in of the classification of a position to human resources for a review and recommendation. Whenever human resources finds that Union or the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classificationemployee. Section 2. When the County initiates a an employee requests, in writing, that his/her position be reviewed for reclassification, the employee shall be given full opportunity submit a completed Position Description Form and written explanation for a proposed reclassification request to participate Human Resources. It is recommended that the employee and supervisor develop a Position Description that they mutually agree upon. Should the employee disagree with the description of duties in the revised Position Description following its review process prior by his/her supervisor, the written explanation will include a complete discussion of those areas of disagreement. a. The SOCP shall conduct a classification audit and review the merits of the request. The employee and Union shall be notified within thirty (30) days of the request as to a decision being madeSOCP’s findings. b. If the findings indicate reclassification is justified, the DHS shall decide whether to seek legislative approval or to remove the duties from the position. Section 34. Disagreement between If a reclassification request, as approved, does not receive the necessary legislative approval required by ORS 291.371, the SOCP shall immediately change the duties of the employee to conform to the prior classification. Section 5. The effective date of a reclassification implemented under this Article shall not be later than the first of the month following legislative approval. Retroactive pay, to the date of the employee's request, will be paid if the employee has been performing the work in question for that period of time. The anniversary date for future step increases shall be established as the first of the month following twelve (12) months in the new classification. Section 6. Any employee reclassified downward will retain their current rate of pay in the previous classification. It shall remain at that rate until a rate in the salary range of the new classification exceeds it, at which time the employee's salary shall be adjusted to that step and the salary review eligibility date shall be established one (1) year from that date, provided the employee is not at the maximum of the salary range to which the employee was reclassified. When a position is reclassified to another class with the same pay level or to a class that carries a lower salary range, the employee occupying that position shall be accorded corresponding employment in the new classification. Section 7. Any employee reclassified upward shall move into the new range at the closest step that is higher than their current rate but not less than a four and one-half percent (4.5%) increase except where such increase would exceed the top step of the new salary range. Section 8. If an employee is involuntarily classified downward or an employee's reclassification request is denied, the employee may appeal the decision to binding arbitration under this article of the Agreement. The appeal must be in writing and human resources relative sent to the allocation Labor Relations Unit of a new position or the reclassification Department of an existing position may be appealed to the Personnel Officer Administrative Services within ten fifteen (1015) calendar days of the date of the report is issuedSOCP’s decision or the date that decision was due. The appeal to must state the Personnel Officer shall be in writing and contain specific information as to reasons why the appellant believes decision was inappropriate. If the staff report is in error or incomplete. The Personnel Officer arbitrator finds the SOCP’s decision inappropriate, his/her authority shall investigate extend only to referring the matter and render a decision in writing. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it issue back to the Personnel Officer SOCP for further reviewreconsideration. The Arbitrator shall have no power to substitute his/her discretion for the SOCP’s discretion on classification matters. The Arbitrator shall retain continuous jurisdiction over reconsideration decisions by the SOCP under the same standards as set forth above in this Section. This section shall supersede Section 7 of Article 14, or conduct a hearing Grievance Procedure on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which shall be final. Section 4. If an employee is reclassified to a position with a lower pay range, the employee’s pay rate may remain the same if it is within the pay range delineation of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If Arbitrator's authority on matters addressed in this move places the employee between steps, the County will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassificationArticle. Section 5. In the event that an employee’s position is reclassified upward, the employee will not be required to serve a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall to the former classification for which they attained regular status or priority placement as laid-off employees. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association President.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

Reclassification Procedure. ‌ The Parties shall use the following procedure to process reclassification requests. Section 1. Any employee may submit a The Agency shall furnish class specifications at the request for a change in of the classification of a position to human resources for a review and recommendation. Whenever human resources finds that the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classificationUnion or employee. Section 2. When The employee will submit a completed official Position Description form and written explanation for a proposed reclassification request to the County initiates Agency Personnel Officer and a reclassification, copy mailed to the employee shall be given full opportunity to participate in the review process prior to a decision being madeUnion. Section 3. Disagreement between The Agency shall conduct a classification audit and review the merits of the request. Within thirty (30) days after receipt of reclassification request the Agency shall notify the Union of its decision. The Union shall have an employee opportunity, before the thirty (30) days decision date, to meet with the Agency to present arguments and human resources relative recommendations where there are objections to the allocation of a new position or the reclassification of an existing position may be appealed to the Personnel Officer within ten (10) calendar days of the date the report is issuedproposed reclassification. The appeal to Parties may extend the Personnel Officer shall be time limits by mutual, written agreement in writing and contain specific information as to why those instances where the appellant believes the staff report is in error review process or incomplete. The Personnel Officer shall investigate the matter and render a decision in writing. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it back to the Personnel Officer other extenuating circumstances require additional time for further review, or conduct a hearing on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which shall be finalanalysis. Section 4. If an Any employee who is involuntarily reclassified to or any employee whose reclassification request is denied may take the matter up as a position with a lower pay rangegrievance under Article 52, the employee’s pay rate may remain the same if it is within the pay range Grievance and Arbitration, of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If this move places the employee between steps, the County will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassificationAgreement. Section 5. In Should the event that an employee’s duties of the position is reclassified upwardsupport the proposed reclassification, the employee will not be required Agency shall make the determination whether to serve a trial service period if they have been performing seek legislative approval for reclassification or remove the higher-level duties for at least six (6) monthsduties. If a reclassification request, as approved, does not receive the necessary legislative approval required by ORS 291.371, the Agency shall immediately change the duties of the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall conform to the former classification for which they attained regular status or priority placement as laid-off employeesprior classification. Section 6. Copies The effective date of any reports a reclassification implemented under this Article shall be the first of findings and recommendations related to proposed changes the month following the month in which the reclassification request was received by the Agency. Section 7. Any incumbent who has successfully performed for three (3) months the duties of job classifications or proposed the position reclassified shall be continued in the position. Section 8. Any employee reclassified downward will move into the new job classifications will be sent range at the step that is nearest the employee's current rate. The employee's anniversary date shall remain the same. If the employee's rate is above the highest step in the lower range, the employee shall receive no reduction in pay. Similarly, such employee shall not receive future salary adjustments until such time as the new range encompasses the employee's salary. At this time, the employee shall have a salary adjustment to the Association Presidentnearest step in the range. The employee shall also be placed on the Layoff List for the previously held classification.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

Reclassification Procedure. The parties shall use the following procedure to process reclassification requests. Section 1. Any employee may submit a The Agency shall furnish Class Specifications at the request for a change in of the classification of a position to human resources for a review and recommendation. Whenever human resources finds that the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classificationUnion or employee. Section 2. When The employee will submit a completed official Position Description form and written explanation for a proposed reclassification request to the County initiates Agency Personnel Officer and a reclassification, copy mailed to the employee shall be given full opportunity to participate in the review process prior to a decision being madeUnion. Section 3. Disagreement between The Agency shall conduct a classification audit and review the merits of the request. Within thirty (30) days after receipt of reclassification request the Agency shall notify the Union of its decision. The Union shall have an employee opportunity, before the thirty (30) days decision date, to meet with the Agency to present arguments and human resources relative recommendations where there are objections to the allocation of a new position or the reclassification of an existing position may be appealed to the Personnel Officer within ten (10) calendar days of the date the report is issuedproposed reclassification. The appeal to parties may extend the Personnel Officer shall be time limits by mutual, written agreement in writing and contain specific information as to why those instances where the appellant believes the staff report is in error review process or incomplete. The Personnel Officer shall investigate the matter and render a decision in writing. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it back to the Personnel Officer other extenuating circumstances require additional time for further review, or conduct a hearing on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which shall be finalanalysis. Section 4. If an Any employee who is involuntarily reclassified to or any employee whose reclassification request is denied may take the matter up as a position with a lower pay rangegrievance under Article 5, the employee’s pay rate may remain the same if it is within the pay range Grievance and Arbitration, of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If this move places the employee between steps, the County will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassificationAgreement. Section 5. In Should the event that an employee’s duties of the position is reclassified upwardsupport the proposed reclassification, the employee will not be required Agency shall make the determination whether to serve a trial service period if they have been performing seek legislative approval for reclassification or remove the higher-level duties for at least six (6) monthsduties. If a reclassification request, as approved, does not receive the necessary legislative approval required by ORS 291.371, the Agency shall immediately change the duties of the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall conform to the former classification for which they attained regular status or priority placement as laid-off employeesprior classification. Section 6. Copies The effective date of any reports a reclassification implemented under this Article shall be the first of findings and recommendations related to proposed changes the month following the month in which the reclassification request was received by the Agency. Section 7. Any incumbent who has successfully performed for three (3) months the duties of job classifications or proposed the position reclassified shall be continued in the position. Section 8. Any employee reclassified downward will move into the new job classifications will be sent range at the step that is nearest the employee's current rate. The employee's anniversary date shall remain the same. If the employee's rate is above the highest step in the lower range, the employee shall receive no reduction in pay. Similarly, such employee shall not receive future salary adjustments until such time as the new range encompasses the employee's salary. At this time, the employee shall have a salary adjustment to the Association Presidentnearest step in the range. The employee shall also be placed on the Layoff List for the previously-held classification.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Reclassification Procedure. ‌ The parties shall use the following procedure to process reclassification requests. Section 1. Any employee may submit a The Division shall furnish class specifications at the request for a change in of the classification of a position to human resources for a review and recommendation. Whenever human resources finds that Union or the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classificationemployee. Section 2. When the County initiates a an employee requests, in writing, that his/her position be reviewed for reclassification, the employee shall be given full opportunity submit a completed Position Description Form and written explanation for a proposed reclassification request to participate the Personnel Director. It is recommended that the employee and supervisor develop a Position Description that they mutually agree upon. Should the employee disagree with the description of duties in the revised Position Description following its review process prior by his/her supervisor, the written explanation will include a complete discussion of those areas of disagreement. a. The Division shall conduct a classification audit and review the merits of the request. The employee and Union shall be notified within 30 days of the request as to a decision being madethe Division's findings. b. If the findings indicate reclassification is justified, the Mental Health Division shall decide whether to seek legislative approval or to remove the duties from the position. Section 34. Disagreement between If a reclassification request, as approved, does not receive the necessary legislative approval required by ORS 291.371, the Division shall immediately change the duties of the employee to conform to the prior classification. Section 5. The effective date of a reclassification implemented under this Article shall not be later than the first of the month following legislative approval. Retroactive pay, to the date of the employee's request, will be paid if the employee has been performing the work in question for that period of time. The anniversary date for future step increases shall be established as the first of the month following Section 6. Any employee reclassified downward will retain their current rate of pay in the previous classification. It shall remain at that rate until a rate in the salary range of the new classification exceeds it, at which time the employee's salary shall be adjusted to that step and the salary review eligibility date shall be established one (1) year from that date, provided the employee is not at the maximum of the salary range to which the employee was reclassified. When a position is reclassified to another class with the same pay level or to a class that carries a lower salary range, the employee occupying that position shall be accorded corresponding employment in the new classification. Section 7. Any employee reclassified upward shall move into the new range at the closest step that is higher than their current rate but not less than a 4.5% increase except where such increase would exceed the top step of the new salary range. Section 8. If an employee is involuntarily classified downward or an employee's reclassification request is denied, the employee may appeal the decision to binding arbitration under this article of the Agreement. The appeal must be in writing and human resources relative sent to the allocation Labor Relations Division of a new position or the reclassification Department of an existing position may be appealed to the Personnel Officer Administrative Services within ten fifteen (1015) calendar days of the date of the report is issuedDivision's decision or the date that decision was due. The appeal to must state the Personnel Officer shall be in writing and contain specific information as to reasons why the appellant believes decision was inappropriate. If the staff report is in error or incomplete. The Personnel Officer arbitrator finds the Division's decision inappropriate, his/her authority shall investigate extend only to referring the matter and render a decision in writing. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it issue back to the Personnel Officer Division for further review, or conduct a hearing reconsideration. The Arbitrator shall have no power to substitute his/her discretion for the Division's discretion on classification matters. The Arbitrator shall retain continuous jurisdiction over reconsideration decisions by the Division under the same standards as set forth above in this Section. This section shall supersede Section 7 of Article 15 (Grievance Procedure) on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which shall be final. Section 4. If an employee is reclassified to a position with a lower pay range, the employee’s pay rate may remain the same if it is within the pay range delineation of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If Arbitrator's authority on matters addressed in this move places the employee between steps, the County will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassification. Section 5. In the event that an employee’s position is reclassified upward, the employee will not be required to serve a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall to the former classification for which they attained regular status or priority placement as laid-off employees. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association President.article.‌

Appears in 1 contract

Samples: Collective Bargaining Agreement

Reclassification Procedure. The parties shall use the following procedure to process reclassification requests. Section 1. Any employee may submit a The Agency shall furnish class specifications at the request for a change in of the classification of a position to human resources for a review and recommendation. Whenever human resources finds that Union or the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classificationemployee. Section 2. When the County initiates a an employee requests, in writing, that his/her position be reviewed for reclassification, the employee shall be given full opportunity submit a completed Position Description Form and written explanation for a proposed reclassification request to participate in the review process prior to a decision being madePersonnel Director. Section 3. Disagreement between an The Agency shall conduct a classification audit and review the merits of the request. a. If the Agency determines a reclassification is justified, it shall notify the employee and human resources relative forward the request to the allocation of Mental Health Division within thirty (30) days after receiving the request. b. If the Agency determines a new position or the reclassification of an existing position may is not justified, written notice shall be appealed given to the Personnel Officer employee within ten thirty (1030) calendar days of after receiving the date the report is issued. The appeal to the Personnel Officer shall be in writing and contain specific information as to why the appellant believes the staff report is in error or incomplete. The Personnel Officer shall investigate the matter and render a decision in writing. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it back to the Personnel Officer for further review, or conduct a hearing on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which shall be finalrequest. Section 4. If an employee When the Agency determines that a reclassification is reclassified to a position with a lower pay rangejustified, the employee will be paid Work Out of Classification from the date of his/her written request for reclassification and the Agency shall submit the reclassification for budget approval. The Work Out of Classification pay will be adjusted so that the employee will not, at any time during the reclassification process, receive more than he/she would be entitled to once the reclassification is finalized. A. If the reclassification is approved, retroactive pay back to the date of the employee’s 's request will be paid if the employee has been performing the work in question for that period of time. The pay will be offset by Work Out of Classification received under this Section, as set out above. The anniversary date for future step increases shall be established as the first of the month following twelve (12) months in the new class. B. If the reclassification is not approved, the Agency will change the duties of the employee to conform to the prior class. In such instances, the employee will be paid Work Out of Classification for the period of time from the date of his/her written request for reclassification until the higher levels are removed. Section 5. Any employee reclassified downward will retain their current rate may of pay in the previous classification. It shall remain at that rate until a rate in the same if it is within the pay salary range of the lower classification. The County will move the employee to the lower pay range new classification exceeds it, at the existing rate of pay. If this move places the employee between steps, the County will place the employee on the next higher step. If which time the employee’s current pay rate is not within 's salary shall be adjusted to that step and the new lower range, the reduction in wages salary review eligibility date shall not occur until be established one (1) year after from that date, provided the effective date employee is not at the maximum of the reclassification. Section 5salary range to which the employee was reclassified. In the event that an employee’s When a position is reclassified upwardto another class with the same pay level or to a class that carries a lower salary range, the employee will not occupying that position shall be required to serve a trial service period if they have been performing accorded corresponding employment in the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall to the former classification for which they attained regular status or priority placement as laid-off employeesnew classification. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association President.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Reclassification Procedure. Section 1. Any A. The employee or Assessor may submit to the Human Resources Department a request for reclassification on a change form supplied by the Human Resources Department. The form will contain the following information: 1) Name 2) Department 3) Hire date in current position 4) Current job title 5) Justification for reclassification B. A copy of said request, if submitted by the classification of a position to human resources for a review and recommendation. Whenever human resources finds that employee or the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change County Assessor will go to the appropriate classificationUnion at the same time it is submitted to the Human Resources Department. Section 2. When C. A conference will be held between the County initiates employee, Assessor and a reclassification, the employee shall be given full opportunity to participate in the review process prior to a decision being made. Section 3. Disagreement between an employee and human resources relative to the allocation of a new position or the reclassification of an existing position may be appealed to the Personnel Officer Human Resources staff member within ten (10) calendar working days of receipt of said request. If the date the report is issued. The appeal Assessor fails to the Personnel Officer shall be in writing and contain specific information as to why the appellant believes the staff report is in error or incomplete. The Personnel Officer shall investigate the matter and render schedule a decision in writing. The decision of the Personnel Officer may be appealed conference within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it back to the Personnel Officer for further review, or conduct a hearing on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearingworking days, the chief administrative officer or designee Human Resources Department shall render his or her decision, which shall be finalinitiate an audit and review of the position upon receipt of a position description questionnaire. Section 4. If an employee is reclassified to a position with a lower pay rangeD. Within ten (10) working days of said conference, the Assessor will, in writing, notify the Human Resources Department of his/her recommendation regarding the employee’s pay rate may remain 's request for an audit or review. Adequate justification for the same if it is within recommendation must be stated in the pay range letter. A copy of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If this move places the employee between steps, the County will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassification. Section 5. In the event that an employee’s position is reclassified upward, the employee will not be required to serve a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall to the former classification for which they attained regular status or priority placement as laid-off employees. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications letter will be sent to the Association Presidentemployee at the same time the Human Resources Department is notified. E. After the response of the Assessor is due, an audit and review of the employee's request will be performed by the Human Resources Department, within sixty (60) working days of receipt of the position description questionnaire. Any party to the review may appeal the Human Resources determination to the Personnel Committee. The Personnel Committee shall meet and review the determination at the next available meeting. F. The employee will be allowed to be present with representation at the Personnel Committee meeting. G. The employee will receive a copy of the Personnel Committee's recommendation to the Assessor and the Board of County Commissioners. H. There shall be no more than one (1) request for reclassification with respect to any job classification within a period of one (1) calendar year. The employee may appeal the Personnel Committee's recommendation to the Commissioners at Step 3 of the grievance procedure. I. The Personnel Committee shall provide to the employee and County Assessor the reasons a reclassification request was granted or denied including the process used to make the determination.

Appears in 1 contract

Samples: Collectively Bargained Agreement

Reclassification Procedure. The parties shall use the following procedure to process reclassification requests. Section 1. Any employee may submit a The Agency shall furnish Class Specifications at the request for a change in of the classification of a position to human resources for a review and recommendation. Whenever human resources finds that the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classificationUnion or employee. Section 2. When The employee will submit a completed official Position Description form and written explanation for a proposed reclassification request to the County initiates Agency Personnel Officer and a reclassification, copy mailed to the employee shall be given full opportunity to participate in the review process prior to a decision being madeUnion. Section 3. Disagreement between The Agency shall conduct a classification audit and review the merits of the request. Within thirty (30) days after receipt of reclassification request the Agency shall notify the Union of its decision. The Union shall have an employee opportunity, before the thirty (30) days decision date, to meet with the Agency to present arguments and human resources relative recommendations where there are objections to the allocation of a new position or the reclassification of an existing position may be appealed to the Personnel Officer within ten (10) calendar days of the date the report is issuedproposed reclassification. The appeal to parties may extend the Personnel Officer shall be time limits by mutual, written agreement in writing and contain specific information as to why those instances where the appellant believes the staff report is in error review process or incomplete. The Personnel Officer shall investigate the matter and render a decision in writing. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it back to the Personnel Officer other extenuating circumstances require additional time for further review, or conduct a hearing on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which shall be finalanalysis. Section 4. Any employee who is involuntarily reclassified or any employee whose reclassification request is denied may take the matter up as a grievance under Article 5, Grievance and Arbitration, of this Agreement. Section 5. Should the duties of the position support the proposed reclassification, the Agency shall make the determination whether to seek legislative approval for reclassification or remove the duties. If an a reclassification request, as approved, does not receive the necessary legislative approval required by ORS 291.371, the Agency shall immediately change the duties of the employee to conform to the prior classification. Section 6. The effective date of a reclassification implemented under this Article shall be the first of the month following the month in which the reclassification request was received by the Agency. Section 7. Any incumbent who has successfully performed for three (3) months the duties of the position reclassified shall be continued in the position. Section 8. Any employee reclassified downward will move into the new range at the step that is reclassified to a position with a lower pay range, nearest the employee’s pay rate may current rate. The employee’s anniversary date shall remain the same if it is within the pay range of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If this move places the employee between steps, the County will place the employee on the next higher stepsame. If the employee’s current pay rate is not within above the new highest step in the lower range, the employee shall receive no reduction in wages pay. Similarly, such employee shall not occur receive future salary adjustments until one (1) year after such time as the effective date of new range encompasses the reclassification. Section 5. In the event that an employee’s position is reclassified upwardsalary. At this time, the employee will not be required to serve shall have a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall salary adjustment to the former classification nearest step in the range. The employee shall also be placed on the Layoff List for which they attained regular status or priority placement as laidthe previously-off employeesheld classification. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association President.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Reclassification Procedure. The parties shall use the following procedure to process reclassification requests. Section 1. Any employee may submit a The Agency shall furnish Class Specifications at the request for a change in of the classification of a position to human resources for a review and recommendation. Whenever human resources finds that the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classificationUnion or employee. Section 2. When The employee will submit a completed official Position Description form and written explanation for a proposed reclassification request to the County initiates Agency Personnel Officer and a reclassification, copy mailed to the employee shall be given full opportunity to participate in the review process prior to a decision being madeUnion. Section 3. Disagreement between The Agency shall conduct a classification audit and review the merits of the request. Within thirty (30) days after receipt of reclassification request the Agency shall notify the Union of its decision. The Union shall have an employee opportunity, before the thirty (30) days decision date, to meet with the Agency to present arguments and human resources relative recommendations where there are objections to the allocation of a new position or the reclassification of an existing position may be appealed to the Personnel Officer within ten (10) calendar days of the date the report is issuedproposed reclassification. The appeal to parties may extend the Personnel Officer shall be time limits by mutual, written agreement in writing and contain specific information as to why those instances where the appellant believes the staff report is in error review process or incomplete. The Personnel Officer shall investigate the matter and render a decision in writing. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it back to the Personnel Officer other extenuating circumstances require additional time for further review, or conduct a hearing on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which shall be finalanalysis. Section 4. If an Any employee who is involuntarily reclassified or any employee whose reclassification request is denied may take the matter up as a grievance under Article 5, Grievance and Arbitration, of this Agreement. Section 5. Should the duties of the position support the proposed reclassification, the Agency shall make the determination whether to seek legislative approval for reclassification or remove the Section 6. The effective date of a reclassification implemented under this Article shall be the first of the month following the month in which the reclassification request was received by the Agency. Section 7. Any incumbent who has successfully performed for three (3) months the duties of the position with a lower pay range, reclassified shall be continued in the position. Section 8. Any employee reclassified downward will move into the new range at the step that is nearest the employee’s pay rate may current rate. The employee’s anniversary date shall remain the same if it is within the pay range of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If this move places the employee between steps, the County will place the employee on the next higher stepsame. If the employee’s current pay rate is not within above the new highest step in the lower range, the employee shall receive no reduction in wages pay. Similarly, such employee shall not occur receive future salary adjustments until one (1) year after such time as the effective date of new range encompasses the reclassification. Section 5. In the event that an employee’s position is reclassified upwardsalary. At this time, the employee will not be required to serve shall have a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall salary adjustment to the former classification nearest step in the range. The employee shall also be placed on the Layoff List for which they attained regular status or priority placement as laidthe previously-off employeesheld classification. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association President.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Reclassification Procedure. This article does not apply to temporary employees. Section 1. Any employee may submit a request for a change in the classification of a position to human resources for a review and recommendation. Whenever human resources finds that the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classification. Human resources shall have one hundred twenty (120) calendar days to respond to the employee with a decision from the date human resources receives all necessary information from the employee, unless an extended time is mutually agreed upon in writing by human resources and the employee. Section 2. When the County county initiates a reclassification, the employee shall be given full opportunity to participate in the review process prior to a decision being made. Section 3. Disagreement between an employee and human resources relative to the allocation of a new position or the reclassification of an existing position may be appealed to the Personnel Officer personnel officer within ten (10) calendar days of the date the report is issued. The appeal to the Personnel Officer personnel officer shall be in writing and contain specific information as to why the appellant believes the staff report is in error or incomplete. The Personnel Officer personnel officer shall investigate the matter and render a decision in writing. The decision of the Personnel Officer personnel officer may be appealed within ten (10) calendar days to the chief administrative officer or designeeBoard of Commissioners. The chief administrative officer or designee Board of Commissioners may affirm the Personnel Officerpersonnel officer’s decision, remand it back to the Personnel Officer personnel officer for further review, or conduct a hearing on the appeal. The chief administrative officer or designee Board of Commissioners shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee Board of Commissioners shall render his or her its decision, which shall be final. Section 4. If an employee is reclassified to a position with a lower pay range, the employee’s pay rate may remain the same if it is within the pay range of the lower classification. The County county will move the employee to the lower pay range at the existing rate of pay. If this move places the employee between steps, the County county will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower pay range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassification. If the reduction is more than one (1) pay range, the decrease will occur incrementally not to exceed three (3) years. Incremental decreases will occur annually beginning one (1) year from the effective date of the reclassification. At the end of the third (3rd) year the employee’s rate of pay will be adjusted downward to the lower pay range. The pay range adjustments will be aligned with the beginning of the pay period closest to the anniversary of the effective date of the reclassification that does not negatively impact the employee. Section 5. In the event that an employee’s position is reclassified upward, the effective date will be the first full pay period after approval by the board of commissioners or designee. The employee will not be required to serve a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall to the former classification for which they attained regular status or priority placement as laid-off employees. Section 6. Copies of any reports of findings and or recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association PresidentUnion president and the Union organizer.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Reclassification Procedure. The parties shall use the following procedure to process reclassification requests. Section 1. Any employee may submit a The SOCP shall furnish class specifications at the request for a change in of the classification of a position to human resources for a review and recommendation. Whenever human resources finds that Union or the duties are such that the current allocation of a position is no longer correct, human resources shall prepare a report recommending a change to the appropriate classificationemployee. Section 2. When the County initiates a an employee requests, in writing, that his/her position be reviewed for reclassification, the employee shall be given full opportunity submit a completed Position Description Form and written explanation for a proposed reclassification request to participate Human Resources. It is recommended that the employee and supervisor develop a Position Description that they mutually agree upon. Should the employee disagree with the description of duties in the revised Position Description following its review process prior by his/her supervisor, the written explanation will include a complete discussion of those areas of disagreement. a. The SOCP shall conduct a classification audit and review the merits of the request. The employee and Union shall be notified within thirty (30) days of the request as to a decision being madeSOCP‘s findings. b. If the findings indicate reclassification is justified, the DHS shall decide whether to seek legislative approval or to remove the duties from the position. Section 34. Disagreement between If a reclassification request, as approved, does not receive the necessary legislative approval required by ORS 291.371, the SOCP shall immediately change the duties of the employee to conform to the prior classification. Section 5. The effective date of a reclassification implemented under this Article shall not be later than the first of the month following legislative approval. Retroactive pay, to the date of the employee's request, will be paid if the employee has been performing the work in question for that period of time. The anniversary date for future step increases shall be established as the first of the month following twelve (12) months in the new classification. Section 6. Any employee reclassified downward will retain their current rate of pay in the previous classification. It shall remain at that rate until a rate in the salary range of the new classification exceeds it, at which time the employee's salary shall be adjusted to that step and the salary review eligibility date shall be established one (1) year from that date, provided the employee is not at the maximum of the salary range to which the employee was reclassified. When a position is reclassified to another class with the same pay level or to a class that carries a lower salary range, the employee occupying that position shall be accorded corresponding employment in the new classification. Section 7. Any employee reclassified upward shall move into the new range at the closest step that is higher than their current rate but not less than a four and one-half percent (4.5%) increase except where such increase would exceed the top step of the new salary range. Section 8. If an employee is involuntarily classified downward or an employee's reclassification request is denied, the employee may appeal the decision to binding arbitration under this article of the Agreement. The appeal must be in writing and human resources relative sent to the allocation Labor Relations Unit of a new position or the reclassification Department of an existing position may be appealed to the Personnel Officer Administrative Services within ten fifteen (1015) calendar days of the date of the report is issuedSOCP‘s decision or the date that decision was due. The appeal to must state the Personnel Officer shall be in writing and contain specific information as to reasons why the appellant believes decision was inappropriate. If the staff report is in error or incomplete. The Personnel Officer arbitrator finds the SOCP‘s decision inappropriate, his/her authority shall investigate extend only to referring the matter and render a decision in writing. The decision of the Personnel Officer may be appealed within ten (10) calendar days to the chief administrative officer or designee. The chief administrative officer or designee may affirm the Personnel Officer’s decision, remand it issue back to the Personnel Officer SOCP for further reviewreconsideration. The Arbitrator shall have no power to substitute his/her discretion for the SOCP‘s discretion on classification matters. The Arbitrator shall retain continuous jurisdiction over reconsideration decisions by the SOCP under the same standards as set forth above in this Section. This section shall supersede Section 7 of Article 14, or conduct a hearing Grievance Procedure on the appeal. The chief administrative officer or designee shall give at least three (3) calendar days prior notice to the interested parties. Following the hearing, the chief administrative officer or designee shall render his or her decision, which shall be final. Section 4. If an employee is reclassified to a position with a lower pay range, the employee’s pay rate may remain the same if it is within the pay range delineation of the lower classification. The County will move the employee to the lower pay range at the existing rate of pay. If Arbitrator's authority on matters addressed in this move places the employee between steps, the County will place the employee on the next higher step. If the employee’s current pay rate is not within the new lower range, the reduction in wages shall not occur until one (1) year after the effective date of the reclassificationArticle. Section 5. In the event that an employee’s position is reclassified upward, the employee will not be required to serve a trial service period if they have been performing the higher-level duties for at least six (6) months. If the employee has not been performing the higher-level duties for at least six (6) months, they will be required to serve a six (6)-month trial service period. Employees who fail their trial service periods, will be laid off and treated as laid-off employees subject to recall to the former classification for which they attained regular status or priority placement as laid-off employees. Section 6. Copies of any reports of findings and recommendations related to proposed changes of job classifications or proposed new job classifications will be sent to the Association President.

Appears in 1 contract

Samples: Collective Bargaining Agreement