In the fall of 2021, the Service Employees International Union (SEIU) submitted a unit clarification petition with the Oregon Employment Relations Board, seeking to move a number of officer of administration (OA) positions in IS into the SEIU bargaining unit. Since then, the Office of Human Resources and Finance and Administrative Shared Services Human Resources (FASS HR) have been reviewing OA positions in IS to ensure they are accurately categorized and keeping SEIU representatives updated on the progress of this project.
During this project, the Office of Human Resources, in partnership with IS and FASS HR, took a close look at IS positions to ensure they are assigned to the proper employee group – SEIU classified employee or officer of administration. Employees in positions that are correctly designated as OAs will not be impacted. Employees in positions that are determined to be in the SEIU bargaining unit will go through a reclassification process, which requires several steps and takes time to ensure accuracy. As an overview, the process involves reviewing the current position description, assigning the appropriate classification, determining the correct competency level, and finally, compensation level.
Project Update: October 21, 2022
The process of identifying OA positions that require reclassification from an OA designation to a classified position represented by SEIU has been completed. Impacted employees were notified by email on October 21, 2022 from firstname.lastname@example.org. Their supervisors have been notified as well.
Implementation is under way. HR is currently conducting analysis to determine compensation rate and exemption status according to the Fair Labor Standards Act (FLSA) for each position. Impacted employees will be notified by email with their compensation information and FLSA designation when the analysis is complete.. At that time, the necessary changes will be applied and the reclassification will go into effect.
The following are answers to frequently asked questions about this project. New FAQs will be added as they become available.
While we may not able to provide specific details about individual positiond at this time, HR is available to provide support throughout the process. Should you have any questions that are not answered by the FAQ, please reach out to email@example.com for assistance.
There is no action required on your part. You will be notified when more information about your position becomes available, including compensation, FLSA designation, and further action steps. In the meantime, familiarize yourself with the SEIU collective bargaining agreement, which includes important information about benefits and other employment conditions.
HR is currently conducting analysis to determine compensation rate and exemption status according to the Fair Labor Standards Act (FLSA) for each position. You will be notified when this analysis is completed. At that time, the necessary changes will be applied and the reclassification will go into effect.
The FLSA designation of your position is currently being evaluated in accordance with applicable laws. HR is currently conducting analysis to determine your compensation rate and exemption status. You will be notified by email from firstname.lastname@example.org when the analysis is completed.
Those employees whose positions may be impacted were initially notified directly by Human Resources via an email on July 7, 2022 from email@example.com. Impacted employees received an additional notice on October 22, 2022 from firstname.lastname@example.org with their final determination – remaining an OA or transitioning to a SEIU classification.
It begins with an initial assessment of the OA position to determine if it meets the OA criteria. If the initial assessment does not reach a conclusive determination that the position meets the OA criteria, then it begins a re-evaluation process that starts with updating position description. Updating a position description is a collaborative process that involves the employee, the supervisor, and HR, and it may include several rounds of discussion to reach a final approved version of the updated position description (PD). The new PD is then evaluated based on the OA criteria. If it does not meet the criteria, then a more in-depth evaluation occurs to make a final determination, assign the appropriate classification, determine the correct competency level, and finally, apply the correct compensation level.
If OA positions have been identified for reclassification as SEIU classified, non-exempt as part of this project, are supervisors advised to keep track of on-call hours, overtime hours, and after-hours work?
A final determination has not been made for any of the identified positions that may require reclassification. If a final determination requires reclassification to a non-exempt position, then the implementation process will include an evaluation of work time and a thorough analysis of compensation based on the effective date of the new classification. The impacted employee will be provided more information at that time.
In the fall of 2021, the Service Employees International Union (SEIU) submitted a unit clarification petition with the Oregon Employment Relations Board, seeking to move a number of officer of administration (OA) positions in IS into the SEIU bargaining unit. In response to this petition, the Office of Human Resources, Finance and Administrative Shared Services Human Resources (FASS HR), and Information Services initiated a comprehensive review of OA positions to ensure they are accurately categorized.
Conducting a thorough review of all OA positions within the unit is a lengthy process that follows a series of steps and allows for consultation and collaboration with the employee, their supervisor, and HR along the way. The scope of the project, number of positions involved, and thoroughness at each stage impact the amount of time needed to conduct a comprehensive assessment of each position to ensure accuracy, which is of critical importance.
As an overview of the process, the project began with an initial review to determine which positions clearly meet the OA criteria. Then the remaining positions received a comprehensive review to update their position descriptions. Over several months, the team focused on establishing current and accurate position descriptions, which identified about 50 positions that may require reclassification. Then, the project team conducted more in-depth evaluation to make a final determination, assigning the appropriate classification, determining the correct competency level, and finally, compensation level. Now, the project has reached the final stage on the process to determine compensation and FLSA designation.
Now that determinations have been made, HR, FASS HR, and IS are working diligently to complete the implementation of this project by winter term.
Yes. An employee can request a classification review on their own by submitting their current position description to email@example.com to initiate that process. Please note that the employee's supervisor will be an integral part of this process, so the employee should first discuss any proposed changes to their position description before submitting it to FASS.