Work Outside of Job Classification. Staff members shall be assigned work appropriate to their job classification. The parties agree that staff will not be assigned work substantially outside of their job classification on an ongoing basis, as per the 3rd paragraph below. Claims of work outside their job classification as identified by the Union are to be submitted to Compensation Services with copies sent to the Director of Human Resource Services and the staff member’s department head. The claims will be investigated and Compensation Services will provide a written decision within 120 calendar days from the date the claim was submitted. Such response shall include the substantive reason(s) for the determination. The remedy may include, but is not limited to, appointment to an acting position, reclassification to another title, payment for the time period when the additional higher level duties were performed, etc. If a staff member has performed work substantially outside of his/her job classification for a period of three consecutive weeks, or 25 or more work days in any 12 month period, the staff member will receive pay at the rate of the higher job classification for the period during which substantially higher level duties were assigned. If the claim is substantiated to be in violation of this provision of the Agreement, corrective action will be instituted and, if warranted, additional compensation will be provided retroactive to the date the claim was received by Compensation Services. Should the claim be denied, the Union and the staff member may request to meet with Compensation Services to discuss the decision. Reclassification may include a temporary appointment to an acting status, not to exceed one year. The decision of Compensation Services will be final, binding and implemented the next pay cycle.
Work Outside of Job Classification. Negotiation unit employees shall be assigned work appropriate to their job classification. Claims of work outside their job classification as identified by the Union are to be submitted to Human Resources and the negotiation unit employee's department head. The claims will be investigated and Human Resources will provide a written decision within 120 calendar days from the date the claim was submitted. Such response shall include the substantive reason(s) for the determination. The remedy may include, but is not limited to, appointment to an acting position, taking away the work outside of the job classification, reclassification to another title, payment for the time period when the additional higher level duties were performed, etc. If the claim is in violation of this provision of the Agreement, corrective action will be instituted and, if warranted, additional compensation will be provided retroactive to the date the claim was received by Human Resources. Should the claim be denied, the Union and the negotiations unit employee may request to meet with Human Resources to discuss the decision. Reclassification may include a temporary appointment to an acting status, not to exceed one year. The decision of Human Resources will be final, binding and implemented the next full pay period.
Work Outside of Job Classification. Staff members shall be assigned work appropriate to their job classification. The parties agree that staff will not be assigned work substantially outside of their job classification on an ongoing basis, as per the 3rd paragraph below. Claims of work outside their job classification as identified by the Union are to be submitted to Compensation Services with copies sent to the Director of Human Resource Services and the staff member’s department head. The claims will be investigated and Compensation Services will provide a written decision within 120 calendar days from the date the claim was submitted. Such response shall include the substantive reason(s) for the determination. If a staff member has performed work substantially outside of his/her job classification for a period of three consecutive weeks, or 25 or more work days in any 12 month period, the staff member will receive pay at the rate of the higher job classification for the period during which substantially higher level duties were assigned. If the claim is substantiated to be in violation of this provision of the Agreement, corrective action will be instituted and, if warranted, additional compensation will be provided retroactive to the date the claim was received by Compensation Services. Should the claim be denied, the Union and the staff member may request to meet with Compensation Services to discuss the decision. Reclassification may include a temporary appointment to an acting status, not to exceed one year. The decision of Compensation Services will be final, binding and implemented the next pay cycle.
Work Outside of Job Classification. Staff members shall be assigned work appropriate to their job classification. The parties further agree that staff will not be assigned work outside of job classification as a usual and substantial part of their assigned duties. Claims of work outside of job classification identified by the Union are to be submitted to Compensation Services with copies sent to the Director of Labor Relations and the staff member’s department head. The claim will be investigated, and Compensation will provide a written response within one hundred eighty (180) calendar days. Such response shall include the substantive reason (s) for their determination. After the initial 90 days, the Union may request a status update from Compensation Services on the claim being investigated. If the claim is substantiated to be in violation of this provision of the Agreement, corrective action will be instituted and, if warranted, additional compensation will be provided retroactive to the date the claim was received by Compensation. If the claim is denied, within fourteen (14) calendar days of the denial, the local union, may, in consultation with the employee, appeal to the Director of Compensation. The appeal shall state the reasons why the Union and/or employee believe the decision was made in error. The Director of Compensation shall make a determination on the appeal within thirty
Work Outside of Job Classification. Staff members shall be assigned work appropriate to their job classification. The parties agree that staff will not be assigned work substantially outside of their job classification on an ongoing basis, as per the 3rd paragraph below. Claims of work outside their job classification or of a demonstrable increase in job responsibilities, as identified by the Union, are to be submitted to Compensation Services with copies sent to the Director of Human Resource Services and the staff member’s department head. The claims will be investigated and Compensation Services will provide a written decision within 120 calendar days from the date the claim was submitted. Such response shall include the substantive reason(s) for the determination. The remedy may include, but is not limited to, appointment to an acting position, reclassification to another title, payment for the time period when the additional higher level duties were performed, an in-grade salary adjustment, etc. If a staff member has performed work substantially outside of his/her job classification for a period of three consecutive weeks, or 25 or more work days in any 12 month period, the staff member will receive pay at the rate of the higher job classification for the period during which substantially higher level duties were assigned. Acting and interim appointments shall be governed by Hospital Policy 00-00-00-00:00 “Acting Appointments and Interim Appointments”. The Hospital shall notify the Union of any negotiations unit employee who has been appointed to either an Acting or Interim position within fourteen (14) calendar days from the date of the appointment. If the claim is substantiated to be in violation of this provision of the Agreement, corrective action will be instituted and, if warranted, additional compensation will be provided retroactive to the date the claim was received by Compensation Services. Should the claim be denied, the Union and the staff member may request to meet with Compensation Services to discuss the decision. Reclassification may include a temporary appointment to an acting status, not to exceed one year. The decision of Compensation Services will be final, binding and implemented the next pay cycle.
