How is the effective date of a reclass determined?
The effective date of a reclassification is the first day of the month following receipt of a completed online reclassification action. The 30-day notification to the union, if an individual moves to a different bargaining unit, does NOT change the effective date (see How long does the reclass process take?).Retroactive effective dates are not normally granted. It is the department's responsibility to submit revised job descriptions reflecting changes of duties in a timely manner. Retroactive actions seriously affect exemption status (FLSA), bargaining unit membership and pay issues.
Temporary reclassifications (temporary assignments) are typically effective the date an employee begins performing higher level duties at a significant portion of time (50% or greater). They end when the higher level duties are no longer assigned (except as defined otherwise in policy/collective bargaining unit agreements). Temporary reclassifications may extend for a year with the possibility of a one-year extension for compelling reasons, but in no case may a temporary reclassification extend beyond two years. (See Local Policy 30.B.6)
How is the new salary determined?
All salary changes tied to reclassification actions are governed by the general rule that the new pay upon reclassification must be within the range of the classification level to which the employee has been newly assigned. Individual increases or decreases may vary among employees depending on the personnel policies which cover their appointment. Employees covered by collective bargaining agreements must refer to the agreement to determine appropriate salary changes. Those not covered by a bargaining unit must consult PPSM and Local Policy 30/Salary.