Common use of Reclassification Clause in Contracts

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who 21.1 Each bargaining unit member shall, when employed, be placed in a designated classification title according to the job description for the area of assignment and responsibility. 21.2 A bargaining unit member may petition for a review of position classification through the submission of a "reclassification petition" to CSEA. CSEA must submit petitions to the Associate Superintendent of Human Resources/Labor Relations or designee between August 1 and October 10. 21.3 The Associate Superintendent of Human Resources/Labor Relations or designee shall be responsible for presenting a proposed recommendation for each submitted reclassification petition by January 25th. Reclassifications that are approved by the Assistant Superintendent of Employee Relations or designee will affect total compensation for the unit. 21.4 The proposed recommendation of the Associate Superintendent of Human Resources/Labor Relations or designee to approve or deny the petition, shall be communicated to the petitioner, CSEA, and the immediate supervisors with the reasons for the proposed recommendation. In evaluating the petition, the Associate Superintendent of Human Resources/Labor Relations or designee shall consider the following: 21.4.1 The level and nature of the duties and responsibilities the bargaining unit member is regularly required to perform which are not covered by her/his job description 21.4.2 How the bargaining unit member came to be assigned duties and responsibilities not covered by her/his job description (e.g., expansion of the function of the school or office, or possession by the bargaining unit member of special skills or abilities) 21.4.3 Comparison of the bargaining unit member’s actual duties as shown on the job description petition with the duties shown on the job description 21.4.4 Internal relationships (e.g., classified salary schedule) 21.4.5 Information given by the bargaining unit member and the bargaining unit member's immediate supervisor to the Associate Superintendent of Human Resources/Labor Relations or designee 21.5 If the bargaining unit member seeking reclassification disagrees with the proposed recommendation of the Associate Superintendent of Human Resources/Labor Relations or designee, he/she must notify the District within thirty (30) days of receipt of the recommendation. A panel shall be convened to further study the petition. The Associate Superintendent of Human Resources/Labor Relations or designee shall present his/her job classification findings to the Reclassification Review Panel. The voting members of the panel shall include two (2) members from CSEA selected by CSEA, and two (2) administrators. 21.5.1 The panel shall conduct a reclassification review which may request a review of include: 21.5.1.1 Interviews with the bargaining unit member, his/her band assignment and/or level assignment within a band supervisors, and persons serving in similar positions 21.5.1.2 Review of bargaining unit member's reclassification petition and reclassification petitions prepared by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change individuals serving in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section:similar positions 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties 21.5.1.3 Review of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt official job description 21.5.1.4 A desk audit 21.5.1.5 Collection and examination of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear prevailing wage data for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.comparable positions

Reclassification. A. An Whenever a reclassification is to occur or is initiated, an appropriate form will be completed and made available to the Union. At the request of the employee who disagrees with his/her job and an appropriate supervisor, the University shall conduct a classification may request study for the purpose of determining whether an employee’s position better fits into a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Formdifferent classification and therefore should be reclassified. In order to proceed The process shall commence with the reclassification process, filing in the request must identify and explain the areas Office of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the of an appropriate form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes identifies the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of . When an employee fills out a reclassification request from an employeeform for a reclassification, and the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned disagrees with the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQreclassification, the AOC’s Classification Section will analyze the responses form shall be forwarded to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, Office of Human Resources with an explanation from the supervisor and the employee will be notified in writing of the resultas to why there is a disagreement. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification supervisor’s written explanation shall be given to the employee at the same time that it is sent to the JCAU Executive Board upon receipt Office of same Human Resources. In the event that the supervisor disagrees with the employee, the Office of Human Resources is not obligated to conduct a classification study, but the decision not to do so and the resultant failure to reclassify the position shall be subject to the grievance procedure. If the Office of Human Resources decides not to perform a study and/or decides not to reclassify the position as requested, then the Office of Human Resources shall notify the employee in writing of such a decision. Should the employee and supervisor, however, jointly agree that a position should be reclassified, the Office of Human Resources shall have the option of reclassifying the position without conducting a formal classification study. Any classification study authorized or conducted by the Judiciary. F. If Office of Human Resources shall be completed within thirty (30) days of the filing of the form. A copy of the classification study and the determination indicates that by the Office of Human Resources shall be made available to the Union and the affected employee. Should this classification study result in a higher duties are being performedclassification, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, Union and the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement shall be informed and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will shall be posted within the affected appointing authority reclassified and open to competition for selectionan appropriate salary adjustment shall be made in accordance with applicable law.

Reclassification. A. An employee Unit members who disagrees with his/her job classification may request believe that they are entitled to a review of his/her band assignment and/or level assignment within reclassification due to a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of may submit a reclassification request from an employee, to the AOC will send Human Resources department. Human resources shall investigate the relevant circumstances and shall forward a letter stating that it has received written recommendation to the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled Superintendent within 30 twenty (20) working days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of submission of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 daysrequest. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial Human Resources Reclassification Recommendation shall be forwarded to the unit member and a copy shall be provided to CSEA. In the event the unit member does not agree with the recommendation, the unit member may, within ten (10) days, request for that a classification review panel be convened to review the request and recommendation and to receive further information from the unit member and Human Resources. The classification review panel shall make findings and a recommendation to the Superintendent, which shall be advisory. B. The classification review panel shall consist of four (4) persons. Two (2) shall be selected by the Superintendent or designee, and two (2) shall be selected by the local CSEA Chapter President. Both parties will attempt to schedule panel meetings at times which will not interfere with the instructional day. Written notice of the panel's reclassification shall decision will be sent to the JCAU Executive Board upon receipt employee and CSEA within 10 days of same by the Judiciaryfindings. F. C. The Superintendent shall consider the panel’s findings before and issue a decision. If the determination indicates that higher duties are being performedSuperintendent’s decision includes a recommendation to reclassify the employee, the higher level duties must be removed immediately upon finalization Superintendent shall submit that recommendation to the Board. If the Superintendent’s decision does not recommend reclassification of the title determination unless an exception is granted. In additionemployee, the employee will receive the out-of-title pay retroactive may submit a written request to the pay period immediately after 14 Human Resource Department for Board review of the Superintendent's decision. The written request for Board review must be submitted within ten (10) days from of receipt of the date the local Human Resources Office received the completed Superintendent's decision. The Board’s decision regarding a reclassification request until filed under this Article shall be final and conclusive. A notice of the date the higher level duties are relinquished. The employee Board’s decision will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent be sent to the same time period for which employee and CSEA. (Revised August 2020) D. Reclassification taken pursuant to the employee received retroactive paymentEducation Code, Board Policy, and this Article, is not subject to the grievance process set forth in Article XVIII of this Agreement. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.(New Article October 2014)

Reclassification. A. An Whenever a reclassification is to occur or is initiated, an appropriate form will be completed and made available to the Union. At the request of the employee who disagrees with his/her job and an appropriate supervisor, the University shall conduct a classification may request study for the purpose of determining whether an employee’s position better fits into a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Formdifferent classification and therefore should be reclassified. In order to proceed The process shall commence with the reclassification process, filing in the request must identify and explain the areas Office of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the of an appropriate form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes identifies the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of . When an employee fills out a reclassification request from an employeeform for a reclassification, and the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned disagrees with the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQreclassification, the AOC’s Classification Section will analyze the responses form shall be forwarded to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, Office of Human Resources with an explanation from the supervisor and the employee will be notified in writing of the resultas to why there is a disagreement. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification supervisor’s written explanation shall be given to the employee at the same time that it is sent to the JCAU Executive Board upon receipt Office of same Human Resources. In the event that the supervisor disagrees with the employee, the Office of Human Resources is not obligated to conduct a classification study, but the decision not to do so and the resultant failure to reclassify the position shall be subject to the grievance procedure. If the Office of Human Resources decides not to perform a study and/or decides not to reclassify the position as requested, then the Office of Human Resources shall notify the employee in writing of such a decision. Should the employee and supervisor, however, jointly agree that a position should be reclassified; the Office of Human Resources shall have the option of reclassifying the position without conducting a formal classification study. Any classification study authorized or conducted by the Judiciary. F. If Office of Human Resources shall be completed within thirty (30) days of the filing of the form. A copy of the classification study and the determination indicates that by the Office of Human Resources shall be made available to the Union and the affected employee. Should this classification study result in a higher duties are being performedclassification, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, Union and the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement shall be informed and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will shall be posted within the affected appointing authority reclassified and open to competition for selectionan appropriate salary adjustment shall be made in accordance with applicable law.

Reclassification. A. An 1. The SPS has a continuous process of review and re-evaluation of job descriptions and classifications. Changes in classification of regular positions as determined by job analysis and evaluation may occur for reasons such as, but not limited to: changes in position duties and responsibilities as determined by the SPS; or inappropriate classification of an existing position. 2. The SEA, on behalf of an employee, or group of employees (two (2) or more), or the affected supervisor/department manager may initiate a request for reclassification. If an employee who disagrees with his/her job classification may or group of employees wants to initiate a request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification processon their own, the request will be vetted through SEA prior to review by a job analyst. A reclassification request will only be processed if the supervisor or department manager involved has been notified in writing and SEA has agreed to move the review forward. All reclassification requests will be directed to Human Resources. Reclassification requests must identify be in writing and explain the areas of substantive change in must be accompanied by a completed job content questionnaire. If the position in question has been reviewed by an analyst, and the position has been appealed through Step 2 of the Classification Appeals Process, pursuant to the extent that appeals procedure explained below, the position no longer conforms to will not be reviewed again until one (1) calendar year after the job specification for the title assigned to that position; specifically the employee must file the following information with the local initial request. The position can be reviewed sooner if there is mutual agreement between Human Resources Office which will forward it and SEA due to the AOC’s Classification Section: 1. Identify on the form the specific changes in duties that do not conform to the specification for the title; 2. Propose a different existing title for and responsibilities of the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by A job analyst shall hold an explanatory conference with the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received person initiating the reclassification request and that, if appropriate based upon within twenty-five (25) workdays of receiving the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable daterequest. The employee’s employee(s) may be accompanied by their supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable dateand/or an SEA representative. C. An employee who fails to appear for 4. The job analyst will review any additional information, conduct the administration of the JIQnecessary research, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses communicate their decision in writing to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manageremployee(s), the supervisor involved, and the employee SEA within twenty-five (25) workdays from the date of the explanatory conference. The written decision will be notified officially distributed in writing of order to document the resultdecision date for the affected employee(s), supervisor(s), and the SEA. 5. This letter will also inform the employee that if she/he is not satisfied Human Resources shall coordinate with the outcome of the classification request, she/he supervisor when implementing any salary change that may file result from a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall reclassification. Salary changes will be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from date upon which the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee was first received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selectionby Human Resources.

Reclassification. A. An Whenever a reclassification is to occur or is initiated, an appropriate form will be completed and made available to the Lodge. At the request of the employee who disagrees with his/her job and an appropriate supervisor, the University shall conduct a classification may request study for the purpose of determining whether an employee’s position better fits into a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Formdifferent classification and therefore should be reclassified. In order to proceed The process shall commence with the reclassification process, filing in the request must identify and explain the areas Office of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the of an appropriate form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes identifies the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of . When an employee fills out a reclassification request from an employeeform for a reclassification, and the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned disagrees with the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQreclassification, the AOC’s Classification Section will analyze the responses form shall be forwarded to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, Office of Human Resources with an explanation from the supervisor and the employee will be notified in writing of the resultas to why there is a disagreement. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification supervisor’s written explanation shall be given to the employee at the same time that it is sent to the JCAU Executive Board upon receipt Office of same Human Resources. In the event that the supervisor disagrees with the employee, the Office of Human Resources is not obligated to conduct a classification study, but the decision not to do so and the resultant failure to reclassify the position shall be subject to the grievance procedure. If the Office of Human Resources decides not to perform a study and/or decides not to reclassify the position as requested, then the Office of Human Resources shall notify the employee in writing of such a decision. Should the employee and supervisor, however, jointly agree that a position should be reclassified, the Office of Human Resources shall have the option of reclassifying the position without conducting a formal classification study. Any classification study authorized or conducted by the Judiciary. F. If Office of Human Resources shall be completed within thirty (30) days of the filing of the form. A copy of the classification study and the determination indicates that by the Office of Human Resources shall be made available to the Union and the affected employee. Should this classification study result in a higher duties are being performedclassification, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, Union and the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement shall be informed and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will shall be posted within the affected appointing authority reclassified and open to competition for selectionan appropriate salary adjustment shall be made in accordance with applicable law.

Reclassification. A. An employee who disagrees with his/her job classification may request a The Personnel Officer is responsible for reviewing the duties and responsibilities of positions and recommending to the City Council the creation of new classes and the abolition of existing classes. The Personnel Officer shall review classifications and make determinations in the following situations: a. Upon the recommendation of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, Supervisor or upon the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send Personnel Officer has the right to reallocate a letter stating that it has received position to a different class whenever its duties change materially, provided the reclassification request and that, if appropriate based upon can be accomplished within budget limitations. The Personnel Officer has the additional identified dutiesdiscretion to determine when the duties have materially changed which warrant a reclassification. To process reclassifications in a timely manner, the employee following process will be scheduled within 30 days followed: i. Supervisor or employee submits a request of reclassification to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable dateHuman Resources Department. C. An employee who fails to appear for ii. Within fifteen (15) working days, the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After Human Resources Department makes an employee and initial determination whether the employee’s immediate supervisor complete the JIQongoing job duties and responsibilities warrant a position reclassification. Once completed, the AOC’s Classification Section will analyze the responses Human Resources Department forwards its recommendations to the JIQ within Personnel Officer. iii. Within fifteen (15) working days the Personnel Officer affirms or modifies the Human Resource Department’s recommendations. As a reasonable time period, depending on workload, but not to exceed 60 days. Thereaftergeneral guideline, the senior managerPersonnel Officer will provide the following conclusions to the employee and his or her supervisor: re-assign work duties so the employee is no longer working outside of classification, appoint employee to existing classification with greater responsibility, or create a new classification that more accurately reflects the employee’s ongoing job duties and responsibilities. b. When the duties of a position so change that no appropriate class for it exists, the supervisor Personnel Officer must prepare an appropriate class specification for it and submit it to the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar daysCity Council for approval. E. A copy c. Reclassification of a position may not be used to circumvent the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciaryrules and regulations concerning demotion, promotion or compensation. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her If a bargaining unit member’s job classification may duties have increased or changed significantlymeasurably, the Union shall have the right to request a review meeting with management and the parties agree, that upon request by the Union, they shall negotiate in good faith a reclassification of his/her band assignment and/or level assignment within a band by completing the Judiciaryjob and the impact of the changes in the job’s Reclassification Request Formduties. In The parties agree that in order to proceed with facilitate the reclassification process, the OPEIU, Local 6 members employed by the Town of Raynham or their Department Heads may request a reclassification during the term of the current collective bargaining agreement. In the event an employee is promoted from Unit A to Unit B, the employee’s original date of hire will be used for step-advancement purposes The Request for Reclassification Form in Appendix B is to be completed by the employee requesting the reclassification. Upon completion, it must identify and explain the areas of substantive change in job content be submitted to the extent Town Administrator. The Town Administrator shall, within thirty (30) days, investigate this request, including obtaining the opinion of the employee’s Department Head(s), elected official(s), board(s), and Committee(s), and present the request with a recommendation to the Board of Selectmen. The Board of Selectmen has the sole discretion to grant or deny this request. The decision of the Board of Selectmen shall be confirmed in writing, with the reasons for the decision, within ten (10) business days of the meeting at which it is considered. This decision may be appealed to a Review Board within ten (10) business days of receipt by the employee. The Review Board, comprised of four (4) representatives, two (2) appointed by the Union and two (2) appointed by the Board of Selectmen, will schedule a hearing within ten (10) business days and report the recommendation of the majority Board of Review to the Board of Selectmen. The Board of Selectmen shall notify the employee that: it agrees with the recommendation of the Review Board; or it disagrees with recommendation of the Review Board. The final decision of the Board of Selectmen will not be subject to the grievance and arbitration provisions of the Collective Bargaining Agreement. When an employee’s position is reclassified from Unit A to Unit B, that employee will be placed at the step that assures that they realize a pay increase of at least 3 percent (3%) following the reclassification. The employee’s anniversary date, for step-advancement purposes only, will be the effective date of the reclassification. Further, should the parties agree, on a case-by-case basis, that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes has been performing the duties of the Unit B position than for a substantial period of time before the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting reclassification, that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied credited with the outcome of the classification request, she/he may file a written appeal within 20 calendar daystime they performed those duties for step-advancement purposes. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain explain, and document when requested, the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Sectionclassification unit: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 thirty (30) days to complete the Job Information Inventory Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 thirty (30) calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 twenty (20) calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job Reclassification means the allocation of a position to a different class which results from changes and duties of the position, but not necessarily the position’s incumbent employee. The reclassification may be to a newly created class or an existing class in the classification may request plan. The following apply to reclassifications. 1. When a review department head believes that the duties of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content an existing position have changed to the extent that the position they no longer conforms to the job specification for the title fit within its assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not class or no longer conform to changes of the specification for the title; 2. Propose a different existing title for the positionorganization (or department), including an explanation of how that title more accurately describes the duties of the position than will be reviewed and, if appropriate, the position may be reclassified to the appropriate class. Reclassification of a position shall not be undertaken as a substitute for discipline or hiring practices, nor to effect a change in salary or wages in the absence of a significant change in assigned duties and responsibilities. 2. An employee may submit a written request to the department head requesting a reclassification study of a position if s/he believes that the position’s specifications, duties, and responsibilities have changed, both in number and variety, as to cause a significant and permanent workload increase. The department head shall submit the request to the Personnel Director for review. In the event that the department head fails or refuses to submit the employee’s current titlerequest to the Personnel Director within 30 days of receipt, the employee may submit the written request directly to the Personnel Director. 3. Provide The Personnel Director will determine if the position requested to be studied will be reclassified to a signed statement new class. 4. A change in a position’s class does not constitute the sole basis for determining whether the employee in the reclassified position will also be assigned to the new position. a. The decision to reclassify a position shall be made by the employee’s current supervisor attesting that Personnel Director with the supervisor agrees or disagrees that concurrence of the identified duties are being performed by the employeeCounty Manager. B. Upon receipt b. The decision to place the current employee in the new class of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate position shall be based upon the additional identified dutiesqualifications and job performance of the employee. The employee will be assigned to the class whenever a position is reallocated to a higher class and the employee has satisfied the following requirements: i. Completes the trial period for the position as previously allocated; ii. Demonstrates acceptable or better job performance; and iii. Possesses the knowledge, skills, and abilities required for the higher class. c. Whenever a position is reclassified to a lower level class, the employee will be scheduled within 30 days to complete placed in the Job Information Questionnaire (JIQ) on lower level class effective the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete day of the JIQ on pay period which follows the first mutually agreeable dateapproval of the reclassification. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will d. Responsibility pay shall be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses paid back to the JIQ within a reasonable time period, depending date on workload, but not to exceed 60 days. Thereafter, which the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial formal request for reclassification shall be sent to the JCAU Executive Board upon receipt of same was received by the JudiciaryPersonnel Director, unless the request specifies a different date for it to become effective. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form1. In order to proceed with the reclassification processevent an employee believes they are permanently or regularly performing the duties and responsibilities of an existing position in the bargaining unit that is higher in rank and/or pay, the employee may submit a written request must identify and explain the areas of substantive change in job content for reclassification to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1Superintendent or designee. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than The request shall state the employee’s current titleclassification, and the classification in which the employee believes they should be more properly placed. The employee shall submit a time study on the form provided by the District that lists any out of classification duties the employee is performing and the amount of time each day they are performing those duties. The employee may include seasonal duties they perform which they believe are out of classification that may not have occurred during the time study period. 2. Upon receipt of a request for reclassification upwards, the Superintendent or their designee shall inform the Association President of the request, conduct an audit of the employee’s duties and undertake any other reasonable investigation pursuant to the employee’s request in order to determine the classification in which the employee should be most properly placed. Within ten (10) days of receipt of a request, a meeting will be scheduled with the employee and a representative from the Association if the employee chooses. Within fifteen (15) days of the meeting, the Superintendent or their designee shall respond to the employee’s request. If, in fact, the employee is more properly classified in a higher classification because of actual duties performed, the District may: a. Immediately remove the duties that would place the employee in the higher classification and pay the employee as indicated in Article 12, Section E of this Agreement from the date the request was made until the date the duties are removed; or, b. Reclassify the employee to the higher classification and pay the employee from the date the initial reclassification request was made as indicated below. 3. Provide a signed statement by In the event the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a request for reclassification request from an employeeis approved, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will rate of pay shall be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable datehigher classification’s range and as indicated in Article 7.B.3 of this Agreement. The employee’s supervisor will also effective date of reclassification and any increase shall be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration date of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification which shall be sent to also constitute the JCAU Executive Board upon receipt of same by employee’s new anniversary date in the Judiciarynew classification. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the The reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify questionnaire shall be posted annually on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement District website by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employeefirst working day in January through June 30 of each year. B. Upon receipt of a Once an individual or group reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified dutiesbeen completed, the employee will be scheduled within 30 days to complete or group who requested the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days wait three (3) years from the date the local reclassification questionnaire was submitted to the Office of Human Resources to initiate a new reclassification request. C. The reclassification requests shall be completed in the date order received. D. Upon mutual agreement between the District and CSEA, consultants may be used to complete a reclassification request. In general, reclassification requests shall be completed by the Office received of Human Resources. E. The Office of Human Resources shall review the reclassification questionnaire and gather other pertinent information needed to make a recommendation(s). F. Within fifteen (15) calendar days of June 30, CSEA shall receive, a list of all the reclassification requests for the calendar year. G. The first fifteen (15) reclassification requests shall be completed by the end of that calendar year. The remaining reclassification requests shall be completed within one (1) year of submission. H. If a reclassification request until takes more than six (6) months to complete and results in the employee receiving a compensation increase, that increase shall be retroactive to the date the higher level duties are relinquishedreclassification questionnaire was received in the Office of Human Resources. The In the event that the employee will also receive credit is receiving out-of- classification compensation and/or a stipend for performing work outside of their classification, there shall be no retroactivity if the higher-level employee is receiving that compensation and/or stipend for the work when applying for advancement and /or promotional opportunities equivalent being considered as part of the reclassification request. I. When the Office of Human Resources issues a final recommendation regarding the reclassification request, it shall provide a written response to the same time period for employee and the President of CSEA. 1. If the Office of Human Resources recommends a new classification, CSEA and the District shall meet and negotiate. 2. If the Office of Human Resources denies the reclassification request or recommends a classification with which the employee received retroactive payment. If management chooses to upgradedoes not agree, the position will be posted within Office of Human Resources shall provide the affected appointing authority and open reason(s) for its final recommendation . An employee or group may appeal the Office of Human Resource’s’ final recommendation to competition for selectionthe Joint Employee Management Committee (JEMC).

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher higher-level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher higher-level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. 19.01 Employees holding positions which fall within the Bargaining Unit will be provided with a functional outline of their duties. New Employees will be provided with this information on their first day of employment. An employee Employee will be provided with a written copy upon request to the Human Resources Department. 19.02 Any Regular Employee who disagrees with his/considers that her job classification may request position should be reclassified due to a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive significant change in job content to shall have the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information right of appeal in accordance with the local Human Resources Office which will forward it to the AOC’s Classification Section:Article 9 - Grievance Procedure, commencing at Step II. 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes (a) When the duties of a classification are significantly altered by an action of the position than Employer or where a new classification is formed during the employee’s current title. 3. Provide a signed statement by life of this Collective Agreement which may fall within the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employeeBargaining Unit, the AOC will send a letter stating that it has received Employer shall give written notice to the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration Union of the JIQ, new or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee altered classification and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ proposed Basic Rate of Pay for such classification within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 twenty-one (21) calendar days. E. (b) The Union may contest the proposed Basic Rate of Pay by sending written notice to the Employer. A copy notice to contest the Basic Rate of the initial request for reclassification shall Pay must be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the outEmployer not later than twenty-of-title pay retroactive to the pay period immediately after 14 one (21) calendar days from the date of the local Human Resources Office received Employer’s notice. (c) The parties shall attempt to resolve the completed reclassification request Basic Rate of Pay through negotiations. Should the two parties fail to reach an agreement through negotiations, the grievance procedure shall apply commencing at Step III. (d) The proposed Basic Rate of Pay for the new or altered classification shall remain in effect until such time as it is amended as a result of negotiations or the resolution of the grievance regarding the proposed Basic Rate of Pay. Such amended Basic Rate of Pay will be effective from the date of written notice from the Employer to the Union. 19.04 An Employee whose position is reclassified to one with a higher Basic Rate of Pay shall be advanced: (a) To Pay Step 1 of the higher classification except where Pay Step 1 of the higher classification is lower than the Employee’s existing rate, in which event the Employee’s salary shall be advanced to the next pay step that provides for an increase in the Employees Basic Rate of Pay. (b) When the Employee’s salary is advanced in accordance with 19.04 (a), a new anniversary date shall thereupon be established and the Employee’s salary shall be advanced to the next higher pay step upon completion of twelve (12) months from the date of the promotion and/or transfer, or such shorter period as may be solely determined by the Employer. 19.05 An Employee whose position is reclassified to one with a lower Rate of Pay, through no cause of his own shall continue to receive his previous Basic Rate of Pay until the date Basic Rate of Pay for the higher level duties are relinquished. The employee lower paid classification is equal to or greater than his previous Basic Rate of Pay, or for a period of twelve (12) months, whichever is earlier, at which time he will also then receive credit the Basic Rate of Pay for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent classification to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selectionis allocated.

Reclassification. A. An The Appointing Authority or their designee or an incumbent of a position or AFSCME / Local 1 on behalf of an employee who disagrees with his/her job may request, in writing, a classification review. This classification review may request a review of his/her band assignment and/or level assignment be requested if the position has not been reviewed within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with previous twelve (12) months and either permanent and substantial changes have been made in the reclassification process, the request must identify duties and explain the areas of substantive change in job content responsibilities assigned to the extent position or there is evidence that the position no longer conforms to majority (50% or more) of the job specification work being performed is not appropriate for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section:'s current classification. 1. Identify on the form the specific duties that do not conform All requests for reclassification must be submitted to the specification for Human Resources Department on prescribed personnel form(s) by the title;appointing authority. Reclassification requests must be accompanied by a current job description approved by the position's immediate supervisor and appointing authority. 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than Employee initiated reclassification requests must first be directed to the employee’s current title's Appointing Authority. The appointing authority shall forward the employee's request to the Human Resources Director within ten (10) days of receipt. 3. Provide a signed statement by The Human Resources Director shall ensure the review (audit) of the employee’s current supervisor attesting 's position is completed within sixty (60) calendar days of receipt of the request in the Human Resources Department. 4. Based upon the analysis and evaluation of a position, the Human Resources Department reviewer may recommend that the supervisor agrees position be sustained in its current class or disagrees that be reclassified (up or down) to the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate proper classification based upon the additional identified dutiesassigned work. The City Manager or their designee shall review all reclassification recommendations made by the Human Resources Department. 5. Within ten (10) days of receipt of the written audit decision the affected employee(s) may, in writing, submit a request for review of this decision to the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) City Manager. This request for review must show substantial error and/or omission on the first mutually agreeable datepart of the auditor. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ City Manager may render a decision on the first mutually agreeable dateappeal on the basis of the written material or may interview the involved parties to discuss the specific error or omission prior to rendering a decision. C. An employee who fails to appear for 6. The City Manager shall have final decision-making authority on all reclassifications. 7. Reclassifications shall be effective the administration first of the JIQ, or who fails to give notice month following final approval of the need to reschedule the administration date, will be considered to have abandoned the request for action. Any changes of pay as a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing result of the result. This letter will also inform the employee that if she/he is not satisfied reallocation shall be in accordance with the outcome of City's Personnel Rules and Regulations in effect at the classification request, she/he may file a written appeal within 20 calendar daystime. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her A reclassification action is intended to determine whether a position has changed enough to merit a new job classification and/or whether the position should be moved to another pay range. The bargaining unit member holding that position, or that bargaining unit member’s supervisor or manager, may request reclassification of a position. A request for reclassification will be based upon substantial modifications to the position and job description. Bargaining unit members doing assigned extra duties on a consistent and regular basis, which are more than the temporary work of “other duties as assigned,” may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Formreclassification. In order to proceed with the reclassification processThe bargaining unit member, supervisor, or manager initiating the request for reclassification must identify provide written substantiation for the request. Requests by the bargaining unit member and explain the areas of substantive change in job content to the extent that the position no longer conforms to their supervisor or manager will not be considered where the job specification has been reclassified or reviewed for reclassification within the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1preceding twelve (12) months. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employeefor reclassification, Transition Projects will assess the substantiation and determine whether the position should be placed into a new job classification and/or moved to another pay range. Should Transition Projects determine that some duties transcend the current position classification but are not enough to merit a position reclassification, the AOC duties inconsistent with the current classification will send a letter stating be removed. If the position is reclassified to another bargaining unit job classification and/or pay range, the bargaining unit member currently filling the position will automatically be promoted at the same time. Because the bargaining unit member in that it position has received already been performing the reclassification request and that, if appropriate based upon the additional identified duties, the employee trial period shall be retroactively counted from the time that they began fulfilling the duties of that position. The bargaining unit member will be scheduled within 30 days offered the opportunity to complete remain in the Job Information Questionnaire (JIQ) on original position with the first mutually agreeable dateextra duties removed. The employee’s supervisor Director of Human Resources or their designee will also be scheduled within 30 calendar days to complete communicate with the JIQ on Union when working towards reaching a decision regarding the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, reclassification. The bargaining unit member will be considered to have abandoned given a detailed explanation if the request for a reclassification review. D. After an employee and the employeebargaining unit member’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to is denied. The bargaining unit member may then offer a response and request reconsideration of the JCAU Executive Board upon receipt of same by the Judiciary. F. decision. If the determination indicates that higher duties are being performedmatter remains unresolved, it may be resolved in the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selectiongrievance procedure.

Reclassification. A. 22.01 Employees holding positions which fall within the Bargaining Unit will be provided with a functional outline of their duties. An employee who disagrees Employee will be provided with his/her job a written copy upon written request to the Human Resources Office. (a) When the duties of a classification are significantly altered by an action of the Employer, or where a new classification is developed by the Employer, which may request a review of his/her band assignment and/or level assignment fall within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification processBargaining Unit, the request must identify and explain the areas of substantive change in job content Employer shall give written notice to the extent that Union of the position no longer conforms new or altered classification and the proposed rate of pay for such classification within twenty-one (21) calendar days of the action. (b) The Union may contest the proposed rate of pay by sending written notice to the job specification Employer. A notice to contest the rate of pay must be sent to the Employer not later than twenty-one (21) calendar days from the date of the Employer's notice. (c) The Parties shall attempt to resolve the rate of pay through negotiations. Should the two (2) Parties fail to reach an agreement through negotiations, the grievance procedure shall apply. (d) The proposed rate of pay for the title assigned new or altered classification shall remain in effect until such time as it is amended as a result of negotiations or the resolution of the grievance regarding the proposed rate of pay. Such amended rate will be effective from the date of written notice from the Employer to that position; specifically the employee must file Union. 22.03 An Employee whose position is reclassified to one with a higher Basic Rate of Pay shall be advanced in accordance with Article 40. 22.04 An Employee's written request to the following information with the local Human Resources Office which for a classification or job review will forward it to the AOC’s Classification Section: 1be dealt with within sixty (60) days of receipt. Identify The review will be based on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that job as it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) was on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration date of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee The Employee will be notified advised in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome results of the classification review within ninety (90) days of the date of the request, she/he may file a written appeal within 20 calendar days. E. A copy 22.05 Effective April 2, 2006, an Employee whose position is reclassified to a lower Basic Rate of Pay through no cause of his own, shall have his Basic Rate of Pay maintained until such time as the Basic Rate of Pay of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt lower classification meets or exceeds his current Basic Rate of same by the JudiciaryPay. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who disagrees with his/her job The parties agree that changing conditions may warrant classification of positions and or classes that are part of the Bargaining Unit. The purpose of this Article is to provide an orderly process to facilitate meritorious reclassifications. 1. Reclassification means the redefining of a position to account for changes in technology, duties, or work that may alter the nature of the current classification and includes the upgrading of a position to a higher classification as a result of the gradual increase of the duties being performed by the incumbent in such position. 2. During the month of October, reclassifications may be requested for up to five (5) positions. If two or more unit members in the same classification request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification processreclassification, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that shall be counted as one position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall contain the following: a. The classification or position to be sent reclassified: b. The existing job description and salary placement; c. The proposed job description and salary placement; d. The basis for the reclassification; 4. If a position is reclassified and there is no incumbent, the job shall be posted. 5. Reclassification requests shall be reviewed by a panel composed of one (1) District appointee, one (1) CSEA appointee and a neutral third party agreed upon by the District and CSEA. 6. The cost of the neutral third party shall be paid for by the District. 7. The panel shall meet once a year in January. The District, CSEA and the unit member may present information to the JCAU Executive Board upon receipt of same by the Judiciarypanel. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization 8. The deliberation of the title determination unless an exception is grantedpanel shall take place in closed session. In additionThe panel shall have the authority to adopt, reject or modify the employee will receive reclassification requests. 9. Two (2) of the out-of-title pay retroactive three (3) panel members must agree for a reclassification to be either recommended for further action or rejected. All panel members shall sign the decision. 10. The decision of the panel shall be advisory to the pay period immediately after 14 days from Superintendent or designee whose decision shall be considered final. 11. If CSEA disagrees with the date decision of the local Human Resources Office received Superintendent it may submit the completed reclassification request until issue to the date the higher level duties are relinquishedgoverning board for a final and binding determination. The employee will also receive credit for performing decision of the higher-level work when applying for advancement and /or promotional opportunities equivalent to Panel shall be adopted unless the same time period for which Board overrules the employee received retroactive paymentdecision by at least four votes. If management chooses to upgrade, CSEA shall not utilize the final appeal process in an arbitrary or capricious manner. 12. The unit member whose position will is reclassified shall be posted within placed on the affected appointing authority and open to competition for selectionstep of the range of their new classification that provides at least a five (5.0) percent salary increase.

Reclassification. A. 22.01 Employees holding positions which fall within the Bargaining Unit will be provided with a functional outline of their duties. An employee who disagrees Employee will be provided with his/her job a written copy upon written request to the Human Resources Office. (a) When the duties of a classification are significantly altered by an action of the Employer, or where a new classification is developed by the Employer, which may request a review of his/her band assignment and/or level assignment fall within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification processBargaining Unit, the request must identify and explain the areas of substantive change in job content Employer shall give written notice to the extent that Union of the position no longer conforms new or altered classification and the proposed rate of pay for such classification within twenty-one (21) calendar days of the action. (b) The Union may contest the proposed rate of pay by sending written notice to the job specification Employer. A notice to contest the rate of pay must be sent to the Employer not later than twenty-one (21) calendar days from the date of the Employer's notice. (c) The Parties shall attempt to resolve the rate of pay through negotiations. Should the two Parties fail to reach an agreement through negotiations, the grievance procedure shall apply. (d) The proposed rate of pay for the title assigned new or altered classification shall remain in effect until such time as it is amended as a result of negotiations or the resolution of the grievance regarding the proposed rate of pay. Such amended rate will be effective from the date of written notice from the Employer to that position; specifically the employee must file Union. 22.03 An Employee whose position is reclassified to one with a higher Basic Rate of Pay shall be advanced in accordance with Article 40. 22.04 An Employee's written request to the following information with the local Human Resources Office which for a classification or job review will forward it to the AOC’s Classification Section: 1be dealt with within sixty (60) days of receipt. Identify The review will be based on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that job as it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) was on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration date of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee The Employee will be notified advised in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome results of the classification review within ninety (90) days of the date of the request, she/he may file a written appeal within 20 calendar days. E. A copy 22.05 Effective April 2, 2006, an Employee whose position is reclassified to a lower Basic Rate of Pay through no cause of his own, shall have his Basic Rate of Pay maintained until such time as the Basic Rate of Pay of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt lower classification meets or exceeds his current Basic Rate of same by the JudiciaryPay. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.

Reclassification. A. An employee who 21.1 Each bargaining unit member shall, when employed, be placed in a designated classification title according to the job description for the area of assignment and responsibility. 21.2 A bargaining unit member may petition for a review of position classification through the submission of a "reclassification petition" to CSEA. CSEA must submit petitions to the Associate Superintendent of Human Resources/Labor Relations or designee between August 1 and October 10. 21.3 The Associate Superintendent of Human Resources/Labor Relations or designee shall be responsible for presenting a proposed recommendation for each submitted reclassification petition by January 25th. Reclassifications that are approved by the Assistant Superintendent of Employee Relations or designee will effect total compensation for the unit. 21.4 The proposed recommendation of the Associate Superintendent of Human Resources/Labor Relations or designee to approve or deny the petition, shall be communicated to the petitioner, CSEA, and the immediate supervisors with the reasons for the proposed recommendation. In evaluating the petition, the Associate Superintendent of Human Resources/Labor Relations or designee shall consider the following: 21.4.1 The level and nature of the duties and responsibilities the bargaining unit member is regularly required to perform which are not covered by her/his job description 21.4.2 How the bargaining unit member came to be assigned duties and responsibilities not covered by her/his job description (e.g., expansion of the function of the school or office, or possession by the bargaining unit member of special skills or abilities) 21.4.3 Comparison of the bargaining unit member’s actual duties as shown on the job description petition with the duties shown on the job description 21.4.4 Internal relationships (e.g., classified salary schedule) 21.4.5 Information given by the bargaining unit member and the bargaining unit member's immediate supervisor to the Associate Superintendent of Human Resources/Labor Relations or designee 21.5 If the bargaining unit member seeking reclassification disagrees with the proposed recommendation of the Associate Superintendent of Human Resources/Labor Relations or designee, he/she must notify the District within thirty (30) days of receipt of the recommendation. A panel shall be convened to further study the petition. The Associate Superintendent of Human Resources/Labor Relations or designee shall present his/her job classification findings to the Reclassification Review Panel. The voting members of the panel shall include two (2) members from CSEA selected by CSEA, and two (2) administrators. 21.5.1 The panel shall conduct a reclassification review which may request a review of include: 21.5.1.1 Interviews with the bargaining unit member, his/her band assignment and/or level assignment within a band supervisors, and persons serving in similar positions 21.5.1.2 Review of bargaining unit member's reclassification petition and reclassification petitions prepared by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change individuals serving in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section:similar positions 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties 21.5.1.3 Review of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt official job description 21.5.1.4 A desk audit 21.5.1.5 Collection and examination of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear prevailing wage data for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.comparable positions

Reclassification. A. An employee who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. In order to proceed with the reclassification process, the request must identify and explain the areas of substantive change in job content to the extent that the position no longer conforms to the job specification for the title assigned to that position; specifically the employee must file the following information with the local Human Resources Office which will forward it to the AOC’s Classification Section: 1. Identify on the form the specific duties that do not conform to the specification for the title; 2. Propose a different existing title for the position, including an explanation of how that title more accurately describes the duties of the position than the employee’s current title. 3. Provide a signed statement by the employee’s current supervisor attesting that the supervisor agrees or disagrees that the identified duties are being performed by the employee. B. Upon receipt of a reclassification request from an employee, the AOC will send a letter stating that it has received the reclassification request and that, if appropriate based upon the additional identified duties, the employee will be scheduled within 30 days to complete the Job Information Inventory Questionnaire (JIQ) on the first mutually agreeable date. The employee’s supervisor will also be scheduled within 30 calendar days to complete the JIQ on the first mutually agreeable date. C. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. D. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed 60 days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within 20 calendar days. E. A copy of the initial request for reclassification shall be sent to the JCAU Executive Board upon receipt of same by the Judiciary. F. If the determination indicates that higher duties are being performed, the higher level duties must be removed immediately upon finalization of the title determination unless an exception is granted. In addition, the employee will receive the out-of-title pay retroactive to the pay period immediately after 14 days from the date the local Human Resources Office received the completed reclassification request until the date the higher level duties are relinquished. The employee will also receive credit for performing the higher-level work when applying for advancement and /or promotional opportunities equivalent to the same time period for which the employee received retroactive payment. If management chooses to upgrade, the position will be posted within the affected appointing authority and open to competition for selection.