Policy 4.4 - Position Classification Appeals

Effective Date: 01-Oct-93
Responsible Branch: Human Resources Branch

Management Services Volume Table of Contents | Amendment Log

Scope

This policy covers classification appeals for all bargaining unit positions. Classification appeals may occur when employees feel their positions have not been evaluated fairly.

Policy

Classification appeal is a right defined by the Master Agreement for all bargaining unit employees. The process is one that can be followed by employees who feel their positions have not been evaluated fairly. Employees are entitled to:

• a written description of their current job duties and responsibilities
• an explanation of how the classification level was determined
• a review of the job classification decision at successive levels of the organization

Appeal Process

Employees who feel their positions have not been evaluated fairly must first request a position review by their immediate supervisor or excluded program manager. If the review is not satisfactorily completed at the first level, employees are entitled to proceed through the following levels until final resolution:

• local management (Region or Branch Human Resource Officer)
• Human Resources Branch (Organization, Classification, and Compensation section)
• Public Service Employee Relations Commission
• Classification Referee

Responsibility

Managers and employees have certain responsibilities in the appeal process.

Supervisors and excluded program managers must:

• define in writing the employee's duties and responsibilities
• discuss the duties and responsibilities with the employee
• review the job duties and responsibilities regularly
• explain the classification rationale to the employees
• request a classification review where substantive changes have occurred

Employees must:

• request clarification of job duties and responsibilities as they change
• confirm the content and accuracy of their job description by reviewing it with their immediate supervisor
• specify their concerns with the classification, either in consultation with their Human Resource Officer or their union representative

Branch and Regional Human Resource Officers must:

• ensure that accurate job descriptions are maintained for all positions within their jurisdiction
• ensure that job descriptions are signed by both the employee and immediate supervisor/excluded manager
• confirm that the job descriptions are accurate and consistent with Ministry-approved organization structures
• review the classification process with the employee and the immediate supervisor to resolve classification issues or concerns before a formal appeal is initiated

References

• Classification Appeal Procedure, s. 28.04(a) to (f), BCGEU collective agreement
• Classification Appeal Procedure, s. 33.02(a) to (h), Professional Employees Association
• Policy and Procedures Manual, Chapter 2.3, Job Evaluation