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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.
The employee may submit, through supervisory and administrative channels, a properly completed job evaluation questionnaire (JEQ) when changes in the tasks, duties, and responsibilities of the position are caused by reorganization of work, new staffing requirements, technology, or when s/he believes his/her position is inappropriately classified. Such requests may be submitted no more than twice per fiscal year, unless the employee's supervisor or the Human Resources Department agrees a new job evaluation questionnaire is warranted.
The supervisor, Department Head, and Dean shall have thirty (30) calendar days to complete and forward a job evaluation questionnaire to the appropriate Human Resources Department. A supervisor cannot change or require the employee to change the employee's responses on a job evaluation questionnaire. At the request of the employee, the supervisor shall discuss any changes to the JEQ with the employee. Once the JEQ has been finalized for scoring, a copy shall be forwarded to the employee which identifies the changes and the person who made the changes.
Upon receipt of a completed job evaluation questionnaire, the appropriate Human Resources Department shall complete a review of the position, and render a decision on the request in writing to the employee, the Department, and the Union within forty-five (45) calendar days.
If the employee does not agree with the decision, he/she may request in writing within fourteen (14) calendar days the scoring of his/her responses on the JEQ. If after receipt of both scores, the employee requests in writing to be interviewed by the Human Resources Department, he/she will be interviewed. During such an interview with the Human Resources Department and the Department involving reclassification issues, and any mutually agreed upon subsequent follow up meetings, an employee shall have the right to have a Union staff representative or JEQ Task Force member present, or, on the coordinate campuses, another mutually agreed Union representative may be present, upon request. Employee Union representatives shall participate in such meetings on paid leave time as provided in Article 31, Section 1 (I).
The decision of the Human Resources Department may be appealed by the employee within forty-five (45) calendar days of receiving the decision. Appeals must be made in writing to the appropriate Human Resources Department. The classification appeal process provided in this Section is the sole and exclusive process for the appeal of classification and reclassification actions.
A classification appeal hearing will be convened no later than thirty (30) calendar days from the date the appeal was received. A neutral party mutually agreed to by the Union and the University will hear the classification appeal. If the scores of the administration and the employee do not agree after information from the interview has been evaluated, both scorings shall be presented to the neutral party. The neutral party will issue a decision no later than thirty (30) calendar days after the conclusion of the hearing. The decision of the neutral party is final.
The reclassification of any position shall normally be made effective on the first day of the payroll period after receipt of a properly completed job evaluation questionnaire by the appropriate Human Resources Department, or in cases where the form has been delayed in coming to the appropriate Human Resources Department, on the first day of the payroll period following the sixteenth work day after submission of the completed form by the employee to the supervisor.
Reclassifications resulting in a demotion and a reduction in salary will be made effective on the first day of the payroll period following notification of the decision by the appropriate Human Resources Department to both the employee and the Union.
Departments must comply with the appropriate Human Resources Manager's decision, or the decision of an appeal, within twenty (20) work days after receipt of the written notice of the decision.
If the Employer requires a review of a position in the bargaining unit, the review shall be submitted as a Periodic Survey using a job evaluation questionnaire. Employees whose positions are being reviewed shall be informed of the reason for the review. If the employee(s) desire to have a meeting with the supervisor about the Periodic Survey, such a meeting shall be held.
Once a job evaluation questionnaire has been finalized for scoring, a copy shall be forwarded to the affected employee(s). If such a Periodic Survey appears likely to result in a demotion, upon the request of the employee, an on-site audit of the position shall be conducted by Human Resources. Changes in classification resulting from Periodic Surveys will become effective on the first day of the payroll period mutually agreed to by the appropriate Human Resources Department and the Department. However, no demotions as a result of a Periodic Survey shall be retroactive.
If an employee is demoted as a result of a Periodic Survey, the employee shall be entitled to have his/her name placed on the layoff list for the class from which he/she was demoted.
Periodic Survey decisions may be appealed by the employee within fourteen (14) calendar days after receiving the decision. Periodic Survey appeals must be made in writing to the appropriate Human Resources Department. Appeals shall follow the procedures identified in Section 4 above.