Changes in Classification. The regular wage rate of the employee in effect on July 1 and January 1 will determine his entitlement to Group Life and Accidental Death and Dismemberment coverages as outlined in the schedule contained in Exhibit “B”. Where an employee’s regular duties consist of more than one job, his regular rate shall be deemed to be the average of the rates applicable to such jobs.
Changes in Classification. The Employer shall prepare a new job description whenever a job is created or whenever the duties of a job change. When the duties of any job are changed or increased, or where the Union and/or an employee feels a job is unfairly or incorrectly classified, or when a new job is created or established, the rate of pay shall be subject to negotiations between the Employer and the Union. If the parties are unable to agree on the reclassification and/or rate of pay for the job in question, such dispute shall be submitted to grievance and arbitration for determination. The new rate shall become retroactive to the time the new position was first filled by the employee or the date of change in job duties.
Changes in Classification. Where, during the term of this Agreement the Union or incumbent employee believe that
(a) a position has been allocated to an inappropriate class; or
(b) an existing position has been inappropriately reclassified; or
(c) a new position has been inappropriately classified such matter shall be the subject of discussions between the parties, and failing agreement within sixty (60) calendar days, the Union may resolve any dispute relating to classification by referring the matter to step 2 of the Grievance Procedure.
Changes in Classification. When the duties or volume of work in any classification are changed or increased, or where the Union and/or an employee feels that the job is unfairly or incorrectly classified, or when any position not covered by Appendix “A” is established during the term of this Agreement, the rate of pay shall be subject to negotiations between the Employer and the Union. If the parties are unable to agree on the reclassification and/or rate of pay of the job in question, such dispute shall be submitted to grievance and arbitration. The new rate shall become retroactive to the time the position was first filled by an employee.
Changes in Classification. When the duties or volume of work in any classification are changed or increased, or where the Union and/or employee feels they are unfairly or incorrectly classified, or when any position not covered by salary and wage schedules attached hereto is established during the term of this Agreement, the rate of pay shall be subject to negotiations between the Employer and the Union. If the parties are unable to agree on the reclassification and/or rate of pay of the job in question, such dispute shall be submitted to grievance and arbitration. The new rate shall become effective on a date mutually agreed upon between the parties.
Changes in Classification. If it is determined that there are duties assigned to a position that are not appropriate for the current classification, the position will be recommended for a change to an appropriate classification or the inappropriate duties shall be removed from the position.
18.3.1 The President/Vice Chancellor will either adjust the duties to maintain the current classification, or will forward the recommendation to the Board of Trustees for final approval within thirty (30) calendar days of the date of the notice of the Classification Panel’s decision. Should the President/Vice Chancellor decide to adjust the duties of the incumbent, the President/Vice Chancellor or designee shall meet with the unit member to discuss the impact and effects of such decision. The unit member has the right to AFT representation at such meeting. The final classification and salary will be approved by the Board of Trustees and be effective July 1 of the same year.
Changes in Classification. The Board shall prepare a new job description whenever a job is created or whenever the duties of a job change. When the duties of any job are changed or increased, or the Union and/or an employee feels that a job is unfairly or incorrectly classified, or when a new job is created or established, the rate of pay shall be subject to negotiations between the Board and the Union. If the parties are unable to agree on the reclassification and/or rate of pay for the job in question, such dispute shall be submitted to grievance and arbitration. The new rate shall become retroactive to the time the new position was first filled by an employee or the date of change in job duties.
Changes in Classification. When the volume of work or the duties of any classification is altered or changed, or where the Union or the employee feels she is incorrectly classified, or when a new classification not covered in Appendix A is being created during the term of this Agreement, the rate of pay, hours of work, and qualifications shall be subject to negotiations between the parties. All settlements shall be retroactive to the initiation of the request in writing to change the classification. When reclassification is due to new or additional duties and responsibilities, the most senior qualified employee shall be appointed.
Changes in Classification. (1) When, in the judgment of the Association, a position or group of positions 24 in the bargaining unit are improperly classified because of changes in the 25 duties or responsibilities, the Association shall submit its 26 recommendations for reclassification in writing to the Director of Human
Changes in Classification. 2 (1) When, in the judgment of the Association or the County, a position or group of 3 positions in the bargaining unit is improperly classified because of changes in 4 the duties or responsibilities, the Association or County shall submit its 5 recommendations for reclassification in writing to the Director of the 6 Department of Human Resources. All requests shall include an updated 7 position description, detailed information regarding the duties assigned to the 8 position, a summary of the change in duties and other pertinent information in 9 a format designated by the Director of Human Resources. The Director of 10 Human Resources shall review the duties assigned to the position as well as 11 any other information provided and submit recommendation to the 12 Association.
13 (2) In the event the Association concurs with the recommendations of the Director 14 of Human Resources to reclassify a position, the recommendations shall be 15 included in a report distributed to all County Board Supervisors.
16 (3) In the event the Association does not concur with the recommendation of the 17 Director of Human Resources, both parties may request or provide such 18 additional information as may clarify the appropriate classification for the 19 position. After reviewing the additional information, if both parties concur that 20 a reclassification is appropriate, the recommendation of the Director of Human 21 Resources shall be included in a report distributed to all County Board 22 Supervisors.
23 (4) In the event the Association and the Director of Human Resources cannot 24 agree on the appropriate classification for an existing position, either party may 25 appeal to the Personnel Committee within 30 day of receiving notice of the 26 Director of Human Resources final recommendation. Both parties shall submit 27 a written summary of the rationale for their opinion to the Personnel 28 Committee as well as any other information deemed appropriate. The decision 29 of the County Board on the Personnel Committee recommendation, subject to 30 review by the County Executive, shall be final and if a change in classification 1 is approved, it shall be implemented the first day of the pay period following 2 that in which a resolution adopted by the County Board has been approved by 3 the County Executive.
4 (5) Monthly, while a reclassification is pending, the Director of Human Resources 5 shall provide a report to the Personnel Committee which lists all position 6 reclass...
