Common use of Reclassifications Clause in Contracts

Reclassifications. A. A Job Classification Committee shall be established, composed of three (3) members appointed by the Union and three (3) members appointed by the District. In the event that an employee believes that their duties, level of required skill and/or responsibility have changed significantly, so that the employee is actually performing the duties of a higher classification, the employee may apply to the job classification committee for a reclassification of their position to that higher classification on the existing salary schedule. One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and if so, shall forward the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting a job reclassification review of their assignment. If necessary, the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee shall be final and the employee shall be notified in writing of the decision within ten (10) calendar days. A majority of the Committee shall be required in order to change a classification. If it is determined that a change in classification is justified, the District will either reclassify the position or restructure the work assignment to comply with the existing classification. The effective date for any salary change shall be the first of the month following the decision of the Committee or an earlier date, if agreed to by the Committee. B. If the reclassification is granted, the employee shall be placed on the salary schedule at a salary level closest to but not less than their previous salary and shall then receive one (1) additional step.

Reclassifications. A. A Job Classification Committee shall be established, composed of three (3) members appointed by the Union and three (3) members appointed by the District. In the event that an employee believes that their his/her duties, level of required skill and/or responsibility have changed significantly, so that the employee he/she is actually performing the duties of a higher classification, the employee classification he/she may apply to the job classification committee for a reclassification of their his/her position to that higher classification on the existing salary schedule. One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and if so, shall forward the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting a job reclassification review of their assignment. If necessary, necessary the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee shall be final and the employee shall be notified in writing of the decision within ten (10) calendar days. A majority of the Committee shall be required in order to change a classification. If it is determined that a change in classification is justified, the District will either reclassify the position or restructure the work assignment to comply with the existing classification. The effective date for any salary change shall be the first of the month following the decision of the Committee or an earlier date, date if agreed to by the Committee. B. If the reclassification is granted, the employee shall be placed on the salary schedule at a salary level closest to but not less than their previous salary and shall then receive one one (1) additional step.. ARTICLE 17

Reclassifications. A. A Job Classification Committee Reclassification requests may be submitted by employees or their managers to the Human Resources Director for review. An employee may request a reclassification review by submitting a written request to the Human Resources Director or her/his designee. The written request shall be established, composed of three (3) members appointed by the Union and three (3) members appointed by the District. In the event that an employee believes that their duties, level of required skill and/or responsibility have changed significantly, so that clearly identify to what classification the employee is actually performing requesting the reclassification and what duties of a higher classification, the employee may apply to the job classification committee for is performing that s/he believes justifies a reclassification of their position to that higher classification on the existing salary schedulereclassification. One individual assigned by the District and one individual assigned by the Union The request shall first not be deemed properly filed without this information. Human Resources shall review the request employee’s request, consult with the employee and the employee’s supervisor, and review any other information it believes is pertinent to determine whether it meets making a decision. Human Resources will make a determination approving or denying the definition of a employee’s reclassification and if so, shall forward notify the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting employee in writing within sixty (60) days of receiving a job reclassification review of their assignmentproperly filed request. If necessarythe reclassification is approved, the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee it shall be final and the employee shall be notified in writing of the decision within ten (10) calendar days. A majority of the Committee shall be required in order to change a classification. If it is determined that a change in classification is justified, the District will either reclassify the position or restructure the work assignment to comply with the existing classification. The effective date for any salary change shall be the first of the month following the decision receipt of the Committee or an earlier dateemployee’s properly filed request. The department in which the employee is employed will promptly submit the reclassification to the City Council for approval, if agreed necessary. Although the City may deem it appropriate to by create a new classification, the Committee. B. City is not obligated to do so. The City’s decision to not create a new classification shall not be grievable. If the Human Resources finds a reclassification is grantedappropriate based on the employee performing higher level duties, the City may remove such duties and deny the reclassification. In this situation, or if the City Council does not approve the reclassification, the employee will be granted work-out-of-class compensation retroactive to the date of the properly filed request until the duties are removed. If a reclassification is approved, the employee shall receive a one-step increase in her/his rate of pay or be placed at Step A of the higher classification, whichever results in a greater increase for the employee. The employee’s salary increase date shall be changed to the effective date of the reclassification. That is, the employee’s next step increase, if any, shall be one year from the date of the reclassification. In situations where the employee is reclassified to a lower salary range, the employee shall maintain her/his current rate of pay. The employee’s salary shall be frozen at this rate until the employee’s salary range exceeds her/his rate of pay. Should an employee disagree with the City’s determination of a reclassification review, the employee and union representative may request a meeting with the Human Resources Director and/or designee, within fifteen (15) days of the initial decision, to discuss that decision. The Human Resources Director shall consider any new information provided by the employee and render a final decision within twenty-one (21) days of the meeting. This final decision may be grieved to the City Manager within ten (10) days of the employee receiving the decision. The City Manager’s decision shall be final and binding on the salary schedule at a salary level closest parties and not subject to but not less than their previous salary and shall then receive one (1) additional stepthe arbitration provisions of this Agreement.

Reclassifications. A. A Job Classification Committee 6.1 When the duties of any classification are altered or changed, or where the Union or the Employee feels he is incorrectly classified during the term of this Agreement, the Employee or the Union may request a reclassification of the position. 6.2 The Village will assess the position and notify the Employee and/or the Union of the results. If the Employee's and/or the Union's request for reclassification is rejected or if there is dissatisfaction with the reclassification approved, the Employee may initiate a grievance. 6.2.1 The grievance will be initiated in accordance with step two of the grievance procedure. 6.2.2 Application for arbitration, if required, will be made in accordance with step three of the grievance procedure. 6.2.3 The establishment of an arbitration board will be in accordance with the procedure as outlined in Article 20.1 herein. 6.2.4 The powers of the arbitration board shall be established, composed of three (3) members appointed by as follows: The Board shall have the power to arbitrate reclassification disputes between the Union and three (3the Village. The Board shall be authorized to direct: a) members appointed That the appealed position be reallocated to an existing class in a classification plan, or b) That the classification decision be confirmed and the appeal denied, or c) That a new classification be developed to reflect the change of duties. This will not create a new position, but will change the current position. 6.2.5 In conducting hearings and deliberations, the Board shall consider the job description for the appealed position, and specifications for existing classes in the plan, together with evidence presented during the course of the hearings. 6.2.6 The Board shall consider only the duties and responsibilities of the position at the original date of request and shall not take into account changes that may subsequently have taken place. 6.2.7 Cost of the Board - All costs including travel and accommodation for the Board Chairman shall be shared equally by the Districtparties. Each party shall pay the cost of its own appointee to the Board. 6.3 If the reclassification is approved, it will be effective retroactive to the date of application. All reclassifications will be posted and the Union will be notified. 6.4 When the reclassification of a permanent position is due to new or additional duties and responsibilities the incumbent shall be appointed. In the event the incumbent does not meet the minimum requirements for the position he will be permitted up to one year to acquire such minimum level requirements. In the event the Employee is not successful in acquiring such minimum level requirements he may be required to vacate the position at the discretion of the Mayor. In the event that an employee believes that their duties, level of the incumbent is required skill and/or responsibility have changed significantly, so that to vacate the employee position the Employee will be laid off and his name placed on a re-employment list for any position for which he is actually performing the duties qualified. 6.5 The incumbent of a higher classification, the employee may apply to the job classification committee position which is reclassified downward shall have his name placed on a re-employment list for a reclassification class of their position to that higher classification on the existing salary schedule. One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and if so, shall forward the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting a job reclassification review of their assignment. If necessary, the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee shall be final and the employee shall be notified in writing of the decision within ten (10) calendar days. A majority of the Committee shall be required in order to change a classification. If it is determined that a change in classification is justified, the District will either reclassify the position or restructure the work assignment to comply with the existing classification. The effective date for any salary change shall be the first of the month following the decision of the Committee or an earlier date, if agreed to by the Committee. B. If the reclassification is granted, the employee shall be placed on the salary schedule at a salary level closest to but not less than their previous salary and shall then receive one (1) additional step.similar to

Reclassifications. A. A Job Classification Committee shall be established, composed of three (3) members appointed by the Union and three (3) members appointed by the District. In the event that an employee believes that their there is a permanent assignment of duties, level of required skill and/or responsibility have changed significantly, so that which the employee is actually performing or the duties county believes alters the classification of a higher classificationthe employee’s position, the employee or county may apply request to have the employee’s position studied. Such request shall be submitted to the job classification committee for a reclassification of their position to that higher classification Human Resources/Labor Relations Department, setting forth in writing, on the existing salary schedule. One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and if so, shall forward the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting a job reclassification review of their assignment. If necessaryprescribed forms, the Committee shall meet on a quarterly reasons that form the basis to for the review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee shall be final and the employee shall be notified in writing of the decision within ten (10) calendar days. A majority of the Committee shall be required in order duties and responsibilities assigned to change a classification. If it is determined that a change in classification is justified, the District will either reclassify the position or restructure positions under review. Documented reason(s) for submitting reclassification requests and new or revised position description(s) shall be submitted to the work assignment to comply JEC, which will determine whether an existing classification is appropriate, or whether a new classification is necessary. If the employee or appointing authority disagrees with the existing classificationresults of the reclassification request, they may request a further review by the JEC. If they still disagree, any subsequent appeal shall be to Hay Group Inc., and are not subject to the grievance and arbitration provisions of the Labor Agreement. The effective date for any of a position(s) reclassified to a class having a higher salary change grade shall be either the date the reclassification was approved by the JEC or by Hay Group or ninety (90) days after the request to study the position(s) was received in the Human Resources/Labor Relations Department, whichever occurs first. The status of employees so reclassified shall be governed by the provisions of the Merit Personnel Ordinance. The effective date of a position(s) reclassified to a class having a lower salary grade shall be the first date the position(s) was studied. An employee in a position so reclassified shall retain the employee’s status in the lower classification, and if the employee's salary is above the top of the month following salary range for the decision of lower classification, shall have the Committee or an earlier date, if agreed to by employee’s salary frozen at their existing rate until the Committeelower salary grade reaches the employee’s frozen rate. B. If the reclassification is granted, the employee shall be placed on the salary schedule at a salary level closest to but not less than their previous salary and shall then receive one (1) additional step.

Reclassifications. A. A Job Classification Committee shall be establishedIf an employee, composed the Association or the Department believe that the duties and responsibilities of three (3) members appointed a position have changed and are no longer accurately described by the Union and three (3) members appointed by job description for the District. In the event that an employee believes that their duties, level of required skill and/or responsibility have changed significantly, so that the employee is actually performing the duties of a higher classification, the employee or Association may apply to the job classification committee make a request for a reclassification to the Human Resources Director if the employee has been in the position for at least nine months. The City can initiate a request for reclassification of their a position at any time regardless of whether an employee in the position has been in the position for nine months. All requests for reclassification must be submitted to the Human Resources Director no later than December 1 (starting in 2020, the date is changed to September 15) for implementation in the next fiscal year. When a position in the unit is reclassified upward, the employee in the position shall be appointed to the reclassified position provided that the employee meets the qualifications established for the reclassified position.If the employee does not then meet the minimum requirements of the reclassified position the City will meet with Association and employee to evaluate all available options In the event an employee is reclassified or the position occupied by an employee is reclassified to a position assigned to a higher classification on the existing salary schedule. One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and if so, shall forward the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting a job reclassification review of their assignment. If necessary, the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee shall be final and the employee shall be notified in writing of the decision within ten (10) calendar days. A majority of the Committee shall be required in order such position is eligible for appointment to change a classification. If it is determined that a change in classification is justifiedthis position, the District will either reclassify the position or restructure the work assignment to comply with the existing classification. The effective date for any salary change shall be the first of the month following the decision of the Committee or an earlier date, if agreed to by the Committee. B. If the reclassification is granted, the employee he/she shall be placed on at Step 1 of the salary schedule new classification or at a salary level closest step that is at least equal to but not less five percent (5%) greater than their the base pay rate in the previous classification, provided that no rate higher than the top step of the respective salary and schedule shall then receive one (1) additional stepbe paid. When a position in the unit is reclassified downward to a class having a lower salary or is determined by the Council to be excessively compensated, the salary of the employee in that position shall be "Y"-rated, which shall freeze the employee’s salary at that amount received just prior to the reclassification. This action shall prevent salary advancement for such employee until the schedule for the reclassified position's classification provides a step which exceeds the salary paid to the employee. No reduction in salary rate shall result from "Y"- rating.

Reclassifications. A. A Job Classification Committee shall be established, composed of three (3) members appointed by the Union and three (3) members appointed by the District. In the event that an employee When a Department Head believes that their a Position is not properly classified or when a significant change has been made in the duties, level of required skill and/or responsibility have changed significantly, so that the employee is actually performing the duties functions and responsibilities of a higher classificationPosition, the employee Department Head may apply recommend to the job classification committee for Personnel Officer that a reclassification of their position to that higher classification Classification study be performed on the existing salary schedulePosition(s) involved. One individual assigned by If an Employee believes that his/her Position is not properly classified, the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of Employee may make a reclassification and if so, shall forward the written request to the committeePersonnel Officer that a Classification study be performed on the Position. In response to such request, the Personnel Officer shall determine whether a Classification study should be done. 3.5.1 The committee Personnel Officer shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures recommend to the City Manager the Reclassification of any Position(s) determined to be followed by employees requesting improperly classified. Upon the City Manager's approval of such a job reclassification review of their assignment. If necessaryReclassification, the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee Position(s) shall be final reallocated to the proper Class. 3.5.2 When an amendment of an existing Class is approved, an incumbent of a Position allocated to that Class shall be subject to the following procedures, except in the event of a general Reclassification in which case the incumbent shall be reclassified at the new Pay Range with no change in status: 3.5.2.1 If the new Class has a lower Pay Range designation, the Employee shall be given the opportunity to make a choice of: a. Reassignment to another Position (if available) for which he or she possesses the current qualifications; or b. Accept status in the reclassified Position providing he or she possesses the current qualifications for that Position. 3.5.2.2 If the new Class has the same Pay Range designation, the Employee shall be assigned to the new Class, providing that he or she possess the current qualifications for that Position. 3.5.2.3 If the new Class has a higher Pay Range designation and the employee Employee has regular status and possesses the current qualifications for the new Class, he or she shall be notified in writing granted probationary status consistent with Chapter 7 of the decision within ten (10) calendar days. A majority of the Committee shall be required in order to change a classification. If it is determined that a change in classification is justified, the District will either reclassify the position or restructure the work assignment to comply with the existing classification. The effective date for any salary change shall be the first of the month following the decision of the Committee or an earlier date, if agreed to by the Committeethese Rules. B. If the reclassification is granted, the employee shall be placed on the salary schedule at a salary level closest to but not less than their previous salary and shall then receive one (1) additional step.

Reclassifications. A. A Job Classification Committee The following shall govern the reclassification of filled positions in the bargaining unit: (A) Incumbents in positions being reclassified upward must meet the minimum qualifications for the new classification. (B) If, over time, the complexity or level of responsibility of a position increases, the department may submit a request for reclassification to Human Resources. Affected employee(s) shall be established, composed notified of three (3) members appointed by the Union and three (3) members appointed by the Districtall requests for reclassification. In the event that If an employee believes that their duties, level of required skill and/or responsibility have changed significantly, so that the employee is actually performing the duties of his/her position have changed sufficiently to justify a higher classificationreclassification, the employee may apply to the job classification committee for request a reclassification of their position to that higher from the department. (C) If an upward reclassification is predicated on a reorganization, all interested employees within the department presently classified in the next lower classification level and who meet minimum qualifications shall be interviewed for the position. Selection will be based on the existing salary schedule. One individual assigned by the District experience, qualifications, and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and if so, shall forward the request to the committeeseniority from amongst those employees interviewed. The committee shall review requests made by UNION and all eligible employees that their job assignments will be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting notified of the opportunity. (D) If a job reclassification review of their assignment. If necessaryposition is reclassified downward, the Committee layoff procedures of this Agreement, Article XVI shall meet on a quarterly basis to review requests submitted during that quarter. take effect, unless the incumbent employee elects voluntary demotion. (E) The Committee may request the employee appear. The decision of the Committee shall be final UNION and the affected bargaining unit employee shall be notified in writing of the decision all final classification decisions within ten (10) calendar days. Section 8 Flex Staff Series After an employee has been employed at the entry level in a flexibly staffed classification for a period of one (1) year, he/she may be advanced to the journey level subject to the following: (A) The employee is remaining in the same position. (B) The employee meets the minimum qualifications for the journey level. (C) The employee is performing, at an acceptable level, the duties of the journey level. (D) An employee, who has been at the entry level for eighteen (18) months or more, may request to be moved to the journey level. Such request shall be approved or denied by the Department Director within fourteen (14) days. A majority The Department Director's decision shall be based upon Paragraphs A, B and C, above. (E) Denial of a request to move to the journey level may be appealed by filing a written appeal with Human Resources within fourteen (14) days of receiving the denial from the Department Director. (F) The County Administrator or his/her designee shall have ultimate and final authority to approve or disapprove any request for movement from the entry level to the journey level. (G) Upon moving from the entry level to the journey level, an employee shall be placed on a step in the journey level pay grade with a minimum of a five percent (5%) salary increase. (H) Flexibly staffed classifications are those classifications identified in Appendix C. Section 9 Probationary Period (A) The probationary period is an integral part of the Committee shall be required employee selection process and provides the COUNTY and the probationer an equal opportunity to observe each other to determine the desirability of a continued working relationship. As part of the selection process it likewise provides each with an equal opportunity to discontinue that working relationship at any time during the established probationary period. (B) The COUNTY reserves the right, as part and parcel of the selection process, to reject any probationary employee during the initial probationary period without recourse, if in order to change the COUNTY's opinion such rejection is in the best interest of the COUNTY. In the event of the rejection of a classification. If it is determined that a change in classification is justifiedprobationary employee, the District will either reclassify COUNTY shall notify such employee two (2) weeks prior to the position effective date of such rejection, or restructure at the work assignment option of the COUNTY, shall provide two (2) weeks' pay in lieu of such notice. (C) New bargaining unit employees shall serve an initial probationary period of six (6) continuous months worked. Employees failing to comply receive a competent or better evaluation rating on their probationary review may have their probationary period extended for a period not to exceed ninety (90) days with the existing classification. The effective date for any salary change shall be the first consent of the month following the decision of the Committee or an earlier date, if agreed to by the Committee. B. If the reclassification is grantedUNION. During such extension, the employee shall be placed on entitled to all benefits under this Agreement except that they may not grieve termination of employment. (D) Employees who are transferred from one position to another but do not change classification or employees who are reclassified shall not serve a probationary period. (E) Employees who are promoted to another classification shall serve a new probationary period. Such employees who fail, as determined by the salary schedule COUNTY, to satisfactorily meet the requirement of the new position or classification, at anytime during the probationary period, shall be returned to the previously held position or classification in the former department. Employees rejected in probation shall not be eligible to compete for a salary level closest to but not less than their previous salary and shall then receive one position in the same classification under the same work unit for a period of one (1) additional stepyear. (F) Any probationary employee not notified of performance deficiencies noted during the first one-half (1/2) of the probationary period may assume such performance has been acceptable to date. It is understood that such acceptable performance does not presume continued employment for the balance of the probationary period.

Reclassifications. A. A Job Classification Committee Reclassification requests may be submitted by employees or their managers to the Human Resources Director for review. An employee may request a reclassification review by submitting a written request to the Human Resources Director or their designee. The written request shall be established, composed of three (3) members appointed by clearly identify to what classification the Union employee is requesting the reclassification and three (3) members appointed by what duties the District. In the event that an employee believes that their duties, level of required skill and/or responsibility have changed significantly, so is performing that the employee is actually performing believes justifies a reclassification. The request shall not be deemed properly filed without this information. Human Resources shall review the duties of a higher classificationemployee’s request, consult with the employee may apply and the employee’s supervisor, and review any other information it believes is pertinent to making a decision. Human Resources will make a determination approving or denying the job classification committee for a reclassification of their position to that higher classification on the existing salary schedule. One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a employee’s reclassification and if so, shall forward notify the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting employee in writing within sixty (60) days of receiving a job reclassification review of their assignmentproperly filed request. If necessarythe reclassification is approved, the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee it shall be final and the employee shall be notified in writing of the decision within ten (10) calendar days. A majority of the Committee shall be required in order to change a classification. If it is determined that a change in classification is justified, the District will either reclassify the position or restructure the work assignment to comply with the existing classification. The effective date for any salary change shall be the first of the month following the decision receipt of the Committee or an earlier dateemployee’s properly filed request. The department in which the employee is employed will promptly submit the reclassification to the City Council for approval, if agreed necessary. Although the City may deem it appropriate to by create a new classification, the Committee. B. City is not obligated to do so. The City’s decision to not create a new classification shall not be grievable. If the Human Resources finds a reclassification is grantedappropriate based on the employee performing higher level duties, the City may remove such duties and deny the reclassification. In this situation, or if the City Council does not approve the reclassification, the employee will be granted work-out-of-class compensation retroactive to the date of the properly filed request until the duties are removed. If a reclassification is approved, the employee shall receive a one-step increase in the employee’s rate of pay or be placed at Step A of the higher classification, whichever results in a greater increase for the employee. The employee’s salary increase date shall be changed to the effective date of the reclassification. That is, the employee’s next step increase, if any, shall be one year from the date of the reclassification. In situations where the employee is reclassified to a lower salary range, the employee shall maintain their current rate of pay. The employee’s salary shall be frozen at this rate until the employee’s salary range exceeds their rate of pay. Should an employee disagree with the City’s determination of a reclassification review, the employee and union representative may request a meeting with the Human Resources Director and/or designee, within fifteen (15) days of the initial decision, to discuss that decision. The Human Resources Director shall consider any new information provided by the employee and render a final decision within twenty-one (21) days of the meeting. This final decision may be grieved to the City Manager within ten (10) days of the employee receiving the decision. The City Manager’s decision shall be final and binding on the salary schedule at a salary level closest parties and not subject to but not less than their previous salary and shall then receive one (1) additional stepthe arbitration provisions of this Agreement.

Reclassifications. A. A Job Classification Committee If an employee, believes that the duties and responsibilities of their position have changed and are no longer accurately described by the job description for the classification, they may discuss this with their Department Head. If the Department Head is in agreement, the Department Head may make a request for a reclassification to the Director of Human Resources if the employee has been in the position for at least nine months. The City can initiate a request for reclassification of a position at any time regardless of whether an employee in the position has been in the position for nine months. All requests for reclassification must be submitted to the Director of Human Resources no later than September 15 for implementation in the next fiscal year. When a position in the unit is reclassified upward, the employee in the position shall be establishedappointed to the reclassified position provided that the employee meets the qualifications established for the reclassified position. If the employee does not meet the minimum requirements of the reclassified position, composed of three (3) members appointed by the Union City will meet with Association and three (3) members appointed by the Districtemployee to evaluate all available options. In the event that an employee believes that their duties, level of required skill and/or responsibility have changed significantly, so that is reclassified or the position occupied by an employee is actually performing the duties of reclassified to a position assigned to a higher classification, the employee may apply to the job classification committee for a reclassification of their position to that higher classification on the existing salary schedule. One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and if so, shall forward the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting a job reclassification review of their assignment. If necessary, the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee shall be final and the employee shall be notified in writing of the decision within ten (10) calendar days. A majority of the Committee shall be required in order such position is eligible for appointment to change a classification. If it is determined that a change in classification is justifiedthis position, the District will either reclassify the position or restructure the work assignment to comply with the existing classification. The effective date for any salary change shall be the first of the month following the decision of the Committee or an earlier date, if agreed to by the Committee. B. If the reclassification is granted, the employee they shall be placed on at Step 1 of the salary schedule new classification or at a salary level closest step that is at least equal to but not less five percent (5%) greater than their the base pay rate in the previous classification, provided that no rate higher than the top step of the respective salary and schedule shall then receive one (1) additional stepbe paid. When a position in the unit is reclassified downward to a class having a lower salary or is determined by the Council to be excessively compensated, the salary of the employee in that position shall be "Y"-rated, which shall freeze the employee’s salary at that amount received just prior to the reclassification. This action shall prevent salary advancement for such employee until the schedule for the reclassified position's classification provides a step which exceeds the salary paid to the employee. No reduction in salary rate shall result from "Y"- rating.

Reclassifications. A. A Job Classification Committee An employee shall be established, composed reclassified when the employee is required to perform the work of a higher classification on a regular basis. The reclassification of an employee shall be considered as on a probationary basis for the first three (3) members appointed by months. During this period the Union Company shall review their performance in the new classification and shall return them to their original classification if their performance is not satisfactory, or the employee may request and will be granted within this same period a return to their original classification if the employee so wishes. If their performance is satisfactory and the employee remains in the new classification, this probationary period shall be included as time spent towards their next scheduled increase. Rate of Progression Achievement of higher wage rates through scheduled progression within a classification assumes that an employee will achieve a normal rate of progress in the accumulation of the skill, job knowledge, and work performance required. There shall be no restriction of the Company's right to accelerate progression in cases of exceptional merit. Progression may be delayed if an employee, has previously been warned in writing, not less than half a progression period or three (3) members appointed by the Districtmonths, whichever is lesser, in advance of their progression date, about their lack of sufficient progress, unless an issue arises within this period. In the event that an employee believes that their duties, level of required skill and/or responsibility have changed significantly, so that the employee is actually performing the duties of a higher classificationUnder normal circumstances, the delay shall be in increments of half the period of progression, in which time the Company shall further review their performance. An employee who fails to progress following a one (1) delay may apply have further progression withheld, or may be transferred to work of an appropriate nature and wage level, or may be subject to other appropriate action, subject to the job classification committee employee's right to grieve. Absence for a reclassification any reason in excess of their position to that higher classification on the existing salary schedule. One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and if so, shall forward the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting a job reclassification review of their assignment. If necessary, the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee shall be final and the employee shall be notified in writing of the decision within ten (10) calendar consecutive working days. A majority , except vacation periods and leave of absence granted in accordance with Article shall not count as service for purposes of scheduled progression, and the Committee date of progression of an employee so absent shall be required in order to change a classificationadjusted by the period of absence. If it is determined that a change in classification is justifiedWithin each progression period, the District will either reclassify Company may adjust the position or restructure the work assignment date of progression of employees who are subject to comply with the existing classification. The effective date for any salary change shall be the first an excessive number of the month following the decision absences of the Committee or an earlier date, if agreed to by the Committee. B. If the reclassification is granted, the employee shall be placed on the salary schedule at a salary level closest to but not less than their previous salary and ten (10) working days duration. Periods of layoff shall then receive one (1) additional step.cause adjustment of an employee's date of progression. Seniority of eligible employees shall govern the selection for endorsement training except as follows:

Reclassifications. A. A Job Classification Committee Reclassification requests may be submitted by employees or their managers to the Human Resources Director for review. An employee may request a reclassification review by submitting a written request to the Human Resources Director or their designee. The written request shall be established, composed of three (3) members appointed by clearly identify to what classification the Union employee is requesting the reclassification and three (3) members appointed by what duties the District. In the event that an employee believes that their duties, level of required skill and/or responsibility have changed significantly, so is performing that the employee is actually performing believes justifies a reclassification. The request shall not be deemed properly filed without this information. Human Resources shall review the duties of a higher classificationemployee’s request, consult with the employee may apply and the employee’s supervisor, and review any other information it believes is pertinent to making a decision. Human Resources will make a determination approving or denying the job classification committee for a reclassification of their position to that higher classification on the existing salary schedule. One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a employee’s reclassification and if so, shall forward notify the request to the committee. The committee shall review requests made by employees that their job assignments be reclassified. The Committee shall develop and maintain procedures to be followed by employees requesting employee in writing within sixty (60) days of receiving a job reclassification review of their assignmentproperly filed request. If necessarythe reclassification is approved, the Committee shall meet on a quarterly basis to review requests submitted during that quarter. The Committee may request the employee appear. The decision of the Committee it shall be final and the employee shall be notified in writing of the decision within ten (10) calendar days. A majority of the Committee shall be required in order to change a classification. If it is determined that a change in classification is justified, the District will either reclassify the position or restructure the work assignment to comply with the existing classification. The effective date for any salary change shall be the first of the month following the decision receipt of the Committee or an earlier dateemployee’s properly filed request. The department in which the employee is employed will promptly submit the reclassification to the City Council for approval, if agreed necessary. Although the City may deem it appropriate to by create a new classification, the Committee. B. City is not obligated to do so. The City’s decision to not create a new classification shall not be grievable. If the Human Resources finds a reclassification is grantedappropriate based on the employee performing higher level duties, the City may remove such duties and deny the reclassification. In this situation, or if the City Council does not approve the reclassification, the employee will be granted work-out-of-class compensation retroactive to the date of the properly filed request until the duties are removed. If a reclassification is approved, the employee shall receive a one-step increase in their rate of pay or be placed at Step A of the higher classification, whichever results in a greater increase for the employee. The employee’s salary increase date shall be changed to the effective date of the reclassification. That is, the employee’s next step increase, if any, shall be one year from the date of the reclassification. In situations where the employee is reclassified to a lower salary range, the employee shall maintain their current rate of pay. The employee’s salary shall be frozen at this rate until the employee’s salary range exceeds their rate of pay. Should an employee disagree with the City’s determination of a reclassification review, the employee and union representative may request a meeting with the Human Resources Director and/or designee, within fifteen (15) days of the initial decision, to discuss that decision. The Human Resources Director shall consider any new information provided by the employee and render a final decision within twenty-one (21) days of the meeting. This final decision may be grieved to the City Manager within ten (10) days of the employee receiving the decision. The City Manager’s decision shall be final and binding on the salary schedule at a salary level closest parties and not subject to but not less than their previous salary and shall then receive one (1) additional stepthe arbitration provisions of this Agreement.