SECTION 1. The Employer and the Union agree that proper position classification is prerequisite to sound personnel management and equitable compensation for Agency employees.

SECTION 2. Management has the right to assign duties. Supervisors will normally restrict the assignment of major duties to those specifically defined in the employee's position description and logical extensions thereof. Lesser duties and occasional duties which are not critical to accurate position classification may be required of any employees.

SECTION 3. The Personnel Officer or his designee will classify the position and issue the position description. Questions on position classification should be directed to the NESS Classification Specialist. Questions on position content and the position description, itself, should be directed to the supervisor concerned. The Personnel Officer does not assign duties to employees nor write their position descriptions.

SECTION 4. If an employee feels his/her position is not classified properly, the matter should first be discussed with the immediate supervisor. If unresolved, the question should be presented to the NESS Position Classification Specialist. If unresolved, the employee has the right to file a position classification appeal. Appeals may be filed directly to the Office of Personnel Management or with DOC, but not both. Once Management renders a decision, the employee may appeal to the Office of Personnel Management. Information on appeal procedures will be furnished by the NESS Classification Specialist, or by the Union.

SECTION 5. The Union may represent and counsel an employee at any stage of a position classification appeal, hut may not be present during any investigative process deemed necessary by Management. Investigative findings, however, will be made available to the Union upon request.

SECTION 6. Position duties will not be misrepresented by any employee, or his/her representative for purposes of wrongfully obtaining a promotion.

SECTION 7. If Management determines that a position is incorrectly classified, corrective action will be taken at the earliest practicable date and no later than eight (8) weeks following the date of the decision. There is no provision for retroactive pay increase or pay decrease, when a position is reclassified.

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