Reclassification: A Brief Introduction
January 22, 2025
Making more money is appealing to most, no doubt. And the FSA Collective Agreement does contain a method to do just that, which isn’t a step increase or raise from a new contract: namely, reclassification of your job.
Reclassification is a process whereby BCIT may be forced to recognize the work you are performing is, in fact, that of a higher classification. In other words, reclassification recognizes that you are not doing the job you are being paid to do but a higher one.
Reclassification is uncommon for FSA members. Most of our members are in their correct category. Only where the work shifts to the higher category for a substantial period (say two years or more) will there be a potential to argue for higher classification.
The fact one’s job is changing does not necessarily ground a claim to a higher level of pay. New responsibilities may be remunerated at the same level or may be encompassed already in the job description or job posting. Some job categories may be broadly defined and may include new duties added to them without a shift in pay.
But if you believe that you may be being paid at the wrong classification, you should consider finding out more about the Institute Placement Committee (IPC) and approaching the IPC with an application for a reclassification. You can start by contacting human resources at [email protected] to see what materials may be available on SharePoint. Please keep in mind that the IPC is a powerful committee, with an equal number of union and management appointees. It has a great deal of leeway to determine its practices and the application of the portions of the Collective Agreement dealing with reclassification.
Article 11 contains almost all the relevant contract language needed to understand reclassification. However, certain members may also want to look at job descriptions in Appendix 2 and the language in 1.4 regarding the assignment of duty. Members will also benefit from speaking with their Tech Representatives (Tech Reps) and members who have been successful in reclassifying their jobs. Support for reclassification by your current manager/AD is highly recommended by the IPC, so it would be prudent to talk to them as well. If you do not gain their support, do not let that stop you from applying to the IPC.
The obligation of the member requesting reclassification is to show that they are meeting the job requirements of the higher position and have done so for a significant period--two years is regularly mentioned in the Collective Agreement. The IPC will review your application with this in mind. If denied, you will have an opportunity to re-apply for a reconsideration and (lastly, if necessary) to take your final step to the Labour Management Committee, which is a joint union-management committee that attempts to resolve problems between the FSA and BCIT.