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UW - WFSE AFSCME Council 28 Contract

Effective 7/1/15 - 6/30/17

Article 47 - Allocation/Reallocation

47.1 Policy. The Employer will allocate positions on a "best fit" basis to the most appropriate classification at the University of Washington. Allocations shall be based on a position's duties, responsibilities, or qualifications.

Reallocations shall be based on a permanent and substantive change in the duties, responsibilities, or qualifications of a position or application of the professional exemption criteria set forth in RCW 41.06.070(2). The University will notify the Union of any proposed reallocations of occupied bargaining unit positions into non-bargaining unit positions.

Disputes regarding professional exemptions shall be resolved by the Washington Personnel Resources Board in accordance with WAC 357-52-010(4). Disputes regarding allocation and reallocation within the bargaining unit shall be resolved through the Review and Appeal processes set forth below and are not subject to Article 24 Grievance Procedure.

47.2 Position Description. All significant duties of a position will be documented on a position description form, which shall be regarded as the official description of the position. If an employee believes that the duties, responsibilities, or qualifications of their position are such that it is inappropriately classified, the employee may complete another position description and seek review as outlined in 47.3.

47.3 Position Review Process.

  1. The University, employee, or employee representative may request that a position be reviewed for reallocation or exemption. Employees and employee representatives may not request that a position be reviewed more often than once every six (6) months.
  2. The request must be complete and in writing on forms provided by the University. Requests may be submitted to Human Resources or to an employee's direct supervisor or department. Any party may submit additional information, including the names of individuals, which the party believes is relevant to the position review.
  3. An employee may request that a representative be present as an observer at meetings with the University reviewer scheduled to discuss the request for position review. At the employee's request a portion of such meetings shall be conducted in a quiet and private location, away from the work station.
  4. The University reviewer will investigate the position and issue a response to the employer or employee representative within sixty (60) calendar days from receipt by Human Resources of the completed request. A completed request is defined as the employee completing all employee portions of the reallocation forms. The response will include notification of the class and salary assigned when the position is reallocated and will be sent via email. If the position does not warrant reallocation, written notification of the reasons will be sent via interdepartmental mail. Reallocation requests may be submitted at either the departmental level or directly to Human Resources. Reallocation requests submitted at the departmental level must be forwarded to Human Resources within thirty (30) calendar days.
  5. The effective date of reallocations initiated by the University shall be determined by the University. The effective date of a reallocation resulting from an employee or employee representative request for position review will be established as the date that the completed request was filed with Human Resources or the employee's direct supervisor or department, whichever date is earliest. The date of receipt must be appropriately documented.
  6. An employee may request reconsideration following receipt of the University's determination. Requests for reconsideration will not suspend the timeframe for filing an appeal under 47.4.

47.4 Position Review Appeal Process. If the Union wishes to appeal the decision of the University, it may appeal to the Classification Review Hearing Officer within thirty (30) calendar days following the date of the University's written response. The parties may also mutually agree to an alternative appeal process.

Hearing Officer. The Hearing Officer shall be jointly selected by the parties within thirty (30) days of the execution of this contract and shall serve for a minimum of one (1) year from the date of selection. At that time the parties may choose to reappoint the Hearing Officer or select a different Hearing Officer who will also serve for a minimum of one (1) year from date of selection.

Hearings. The Hearing Officer shall hold hearings on a quarterly basis unless there are no appeals to hear or the parties agree to suspend any open appeals. All materials considered in the position review shall be submitted to the Hearing Officer prior to the hearing and neither party will submit evidence at the hearing that was not submitted during the position review. The Hearing Officer shall endeavor to hold multiple hearings each day and shall issue a concise decision which shall be final and binding. The Hearing Officer shall have no authority to alter the terms and conditions of this contract. Employees may be represented at the hearing and will be released from work with no loss of pay to attend the hearing. The Hearing Officer's fees and expenses shall be shared equally by the parties.

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