UW/WFSE Master Contract (Effective 7/1/11 - 6/30/13)
Article 48 Classification
The job classifications covered by this Agreement and their respective pay levels are set forth in
The parties agree to defer discussions on the implementation of a new classification system until a mutually agreed
upon date in January 2006. These discussions will continue for ninety (90) days from the date of the first meeting,
unless an extension is mutually agreed. At the conclusion of the discussion, the University will implement an agreed
upon classification system or, if the parties do not reach agreement, the University will proceed as
permitted by law.
- Should the University decide to create, eliminate or modify a class
specification which does not involve a major restructuring of the overall classification system, it will notify the Union in advance of implementing the action and negotiate salary. Notification will include the bargaining unit status of the classification and, for a newly created or modified classification, considered to be in the bargaining unit, a proposed salary range. Range setting will include consideration of a job's duties, responsibilities and qualifications relative to the external market and in alignment with existing University classification. Notification will occur at least forty-five (45) days in advance of any proposed implementation date. At the Union's request, the University will meet and confer with the Union over its proposed action.
- An employee occupying a position reallocated to a class with a lower salary range maximum due to a class being created, abolished or modified will retain the salary of their former position and the employee's pay will be frozen until the new class pay range catches up. An employee occupying a position reallocated to a class with a higher salary range due to a class being created, abolished or modified will receive the same step in the new range as the employee held in the previous range. The periodic increment date of the employee will remain unchanged.
48.3 The Union may, at any time, propose a new classification with appropriate justification. These proposals will be reviewed by the Compensation Office of Human Resources which will accept, reject, or modify any proposal. This review is not grievable.