RECLASSIFICATION AUDIT LANGUAGE.

1. A Position Audit Request form (available from Michigan Tech Human Resources) must first be submitted to the employee's immediate Supervisor who will respond to the request within ten (10) working days of receipt from the employee. If the supervisor fails to return the audit request form to the employee within ten (10) working days, the employee shall have the right to forward the audit request form to the Director of Labor to begin the position audit process.

2. Within fifteen (15) working days after its receipt, the Director of Labor or his/her designee will consider the request to determine the level of the employee's current duties and responsibilities. The Director of Labor or his/her designee will render its decision within fifteen (15) working days after being convened. The employee will be provided written explanation of the determination. The employee has the right to appeal the decision, in writing, to the Director of Labor or his/her designee within 10 working days of notification.

3. If the employee appeals the determination, within ten (10) working days the Director of Labor or his/her designee shall convene the Position Evaluation Committee and require such audit to be performed. The audit shall be performed within twenty (20) working days after convening and the results communicated in writing to the employee, her/his immediate Supervisor, and the Director of Labor. The determination of the Position Evaluation Committee shall be accepted by all parties as conclusive in determining the employee's appropriate Appendix II classification.

4. The Position Evaluation Committee has been established to preside over the appeal process. The Committee will be comprised of two (2) employees appointed by the University and two (2) bargaining unit employees appointed by the Union. The University's designee shall serve as an ex-officio member of the Position Evaluation Committee. The members of the committee will be rotated on a regular basis.

5. Should the audit process reveal that the employee is misclassified, the University may either discontinue assigning the employee those duties and responsibilities found not to be inherent in her/his current classification, or reclassify her/him to the particular position determined by the audit process to be proper. If reclassified to a position in a higher pay grade effective with the first pay period following the date at which the Position Audit Request was submitted, the employee's annual salary shall be increased by one dollar ($1.00) per hour per pay grade or to the minimum of the pay grade for the new classification, whichever is greater. If the audit causes an employee to be reduced in classification to a lower pay grade, the employee's current salary shall be maintained.

6. Any of the time limits specified above may be extended by mutual agreement to permit the University additional time reasonably necessary for the orderly conduct of its audit responsibilities hereunder.

7. In the event an employee is at any time reclassified to a position in a lower pay grade as a result of a reduction in her/his assigned duties and responsibilities by the University the employee's annual salary shall be maintained.

8. The bargaining unit and the university will form a committee to evaluate, review, and revise as appropriate the Position Audit Request Form and the Audit Request Tool. Modifications to the form and the tool will be completed by August 1, 2011.

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