Review of Positions Sample Clauses

Review of Positions. A request for a review of a position may be made by either a department head or designee and/or an incumbent employee to determine whether or not the position has been properly allocated to a classification or to determine the accuracy of an existing description. Appeal - An employee who believes that significant factors have changed in job content or significant factors have been overlooked in the reclassification of a position to a particular class may bring those factors to the attention of the department head for reconsideration. The department head shall review the position to verify the claim of the employee. If the department head agrees, he shall forward the reclassification to the Mayor or designee for action. If the matter cannot be resolved at this level, the employee may request the Joint Labor/Management Committee (JLMC) to review the reclassification. In reviewing the position, the JLMC shall take into consideration the duties assigned to the employee in relation to the written job classification. The JLMC may receive written or oral information from the department head and/or the employee. The JLMC shall make a recommendation to the Mayor or designee for a final determination as to the allocation of the job to the classification. The JLMC shall establish its own rules and procedures for the review of jobs. Creation of and/or placement of new positions in the salary schedule are subject to City Council confirmation.
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Review of Positions. Any employee may make a written request for a review of their current position to the Chief Talent/Human Resources Officer and the President of the ESG. The employee will also notify the department head. Any position that has a major content change will be reviewed by the Chief Talent/Human Resources Officer and the President of the ESG. A written decision with explanation must be returned to the employee or department head explaining within three months of the receipt of the request.
Sample 1
Review of Positions. The Classified Personnel Administrator shall review the duties and responsibilities of positions as necessary to determine their proper classification. For the years 2024-2029, the review of positions will be conducted on a five
Sample 1
Review of Positions. The Classified Personnel Administrator shall review the duties and responsibilities of positions as necessary to determine their proper classification. For the years 2024-2029, the review of positions will be conducted on a five (5) year cycle. The financial impacts of implementation will be discussed at the onset of the study. If it is found that a position or positions should be modified, the Classified Personnel Administrator shall advise the Administration of the findings. The Classified Personnel Administrator shall report the recommendations of the District Administration regarding the findings of the Classified Personnel Administrator to the Association and the Personnel Commission. The Classified Personnel Administrator shall also report the findings in cases where the review indicates that no change in classification is necessary. Where negotiations are required, the District and the Association will attempt to reach agreement on items prior to presentation of such items to the Personnel Commission for action. Should a recommendation be presented and approved by the Personnel Commission prior to reaching agreement with the Association, implementation of those recommendations requiring negotiation shall be delayed until either agreement is reached or bargaining obligations have been met. When the District and the Association have agreement prior to Personnel Commission action, implementation shall become effective the day after the Personnel Commission action.
Sample 1

Related to Review of Positions

  • Determination of Position(s) The Appointing Authority shall determine the position(s) in the class or class option, if one exists, and employment condition and work location which is to be eliminated.

  • Elimination of Positions Existing positions of special responsibility shall not be eliminated or changed without prior consultation with the Association.

  • CLASSIFICATION OF POSITIONS The University shall classify and/or reclassify all positions in the bargaining unit according to the nature and difficulty of duties assigned to and performed by the employee based on a current and accurate job description and shall assign to each position in the bargaining unit a classification title, number, and salary range. An employee new to his/her position will receive a copy of his/her job description upon hire. The appropriate administrator/supervisor will review the description with the employee. Materials used in determining classifications and reclassifications, such as class specifications and reclassification interpretation manuals, shall be readily available to the Union and employees on request.

  • Posting of Positions Notice of any opening for a promotional position shall be posted in all schools and departments by the Division of Human Resources & Equity.

  • Review of Personnel Files Every member shall be allowed to review any of his/her personnel files except "confidential law enforcement records" and "trial preparation records" as defined in Ohio Revised Code Section 149.43 at any time, upon request and reasonable notice. Such request shall be made to the supervisor directly responsible for maintenance of such files. Review of the files shall be made in the presence of such supervisor or the supervisor's designated representative. For the Division master personnel file, the request shall be made to the member's Subdivision Deputy Chief or his/her designated representative. Any member, or the member's Lodge representative, may copy documents in the member's file. The City may levy a charge for such copying, which charge shall bear a reasonable relationship to actual costs. A member will be notified in writing any time records within his/her personnel, background, IAB, and/or payroll file(s) are requested, as a public records request pursuant to Ohio Revised Code Section 149.43, provided the City determines that the request is proper under applicable law. A member may request copies of any records provided under this paragraph, and these copies shall be provided at no cost to the member.

  • Review of Personnel File Upon written authority from an employee, OC shall permit the President of the Union or their designate to review that employee's personnel file in the office in which the file is normally kept in order to facilitate the proper investigation of a grievance.

  • Abandonment of Position An employee who fails to report for duty for three (3) consecutive working days without informing the Employer of the reason for her absence will be presumed to have abandoned her position. An employee shall be afforded the opportunity within ten (10) working days to rebut such presumption and demonstrate that there were reasonable grounds for not informing the Employer.

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

  • Offense Level Calculations i. The base offense level is 7, pursuant to Guideline § 2B1.1(a)(1).

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