Skip to content
The Employee Relations Division plans and conducts labor negotiations, implements labor agreements, and assists managers and supervisors with employee issues, including corrective action.
Employee & Labor Relations
Employee & Labor Relations
Primary Navigation Menu
Menu
  • Home
  • COVID-19
  • Resources
    • MOUs
      • AFSCME MOU
      • BCTC MOU
      • CNA MOU
      • DSA-Sworn Safety MOU
      • Extra Help MOU
      • LEU (DSA Non-Safety) MOU
      • OSS MOU
      • SEIU MOU
      • SMCCE MOU
      • UAPD MOU
      • Probation & Detention Association (PDA)
    • Resolutions
      • Confidential Resolution
      • Management Resolution
      • Unrepresented Attorney Resolution
    • Employee Relations Handbook
      • 1. Introduction to the Employee Relations Handbook
      • 2. Documentation
      • 3. Probationary Periods
      • 4. Introduction to Performance & Conduct
      • 5. The Skelly Process
      • 6. Performance
      • 7. Conduct
      • 8. Conducting Employee Investigations
      • 9. Tardiness & Absenteeism
      • 10. Employee Assistance Program
      • 11. Overview – Grievances & Appeals
      • 12. The Grievance Process
      • 13. The Civil Service Appeal Process
      • 14. Classified & Unclassified Employment
      • 15. Seniority & Layoffs
      • 16. Work Schedules
      • 17. Leaves of Absence
      • 18. Labor Relations
      • 19. Reference Checks
    • Limited Term Employee Handbook
    • County Policy
      • COVID-19 Policy
      • Admin Memos
      • Civil Service Rules
      • County Ordinance Code
      • Master Salary Ordinance
    • Procedures
      • COVID-19 Procedure
    • Training
  • FAQs
  • Contact Us
  • About Us

AFSCME: 33. Change of Assigned Duties

In AFSCME: 33. Change of Assigned Duties
Tagged AFSCME 2021-2024

Section 33.  Change of Assigned Duties

No employee shall be required regularly to perform duties of a position outside of the classification to which they has been appointed.  However, employees may be assigned temporarily duties outside their classification.  In addition, under the conditions described in the Rules of the Civil Service Commission, a department head may temporarily assign to employees whatever duties are necessary to meet the requirements of an emergency situation.

An employee my submit to their department head a written request for re-evaluation of their position based on significant changes in job content or significant discrepancies between job content and the job description.  If the employee feels their request has been unreasonably denied and they are performing duties of a position outside of the classification to which they are assigned, they shall have the right to file a grievance in accordance with Section 38 of the MOU.  If a study is conducted and the employee is denied the requested reclass, he/she shall have the right to file an appeal in accordance with Civil Service Commission Rule XIV, Section 1.B.

In the event a position is reclassified upwards, the re-classification shall be made effective retroactive to the first full pay period following thirty (30) days after the Human Resources Department receives the completed Job Description Questionnaire (JDQ) form(s).

2019-09-13
Previous Post: AFSCME: 32. Geographical Displacement
Next Post: AFSCME: 34. Pay for Work-Out-Of-Classification


Get it on Google Play


Get it on Google Play

Designed using Chromatic. Powered by WordPress.

Employee & Labor Relations