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PHASE 2 GUIDE · CAREER ADVANCEMENT HUB
Classification, Higher-Level Work, Promotion & Apprentice Rights
A plain-language guide for NNSY employees working outside their job description, doing higher-graded work, competing for promotion, or moving through an apprentice program. The NNSY–TVFEMTC Collective Bargaining Agreement (CBA) is the controlling source for this guide. Always confirm the exact language in the Original CBA.
Common searches: working out of my rating · doing my supervisor's job · temporary promotion · detail to a higher grade · higher-level pay · not selected for promotion · passed over · job description doesn't match · wrong grade · desk audit · apprentice rights · apprentice not advancing · apprentice graduation · merit promotion · bid on a job
What Happened?
- You are regularly assigned duties of a higher grade or different job without higher pay.
- Your position description no longer matches the work you actually do.
- You were not selected, or not considered, for a promotion.
- You are an apprentice with a question about training, advancement, or assignments.
What Should I Know?
- The CBA sets out the negotiated rules for classification, higher-level assignments, merit promotion, and apprentices at NNSY.
- Your rights depend on the exact CBA wording — read the article that matches your situation.
- Many of these issues may be raised through the negotiated grievance procedure.
What Should I Do Now?
- Write down dates, duties performed, who assigned them, and for how long.
- Keep copies of your position description, assignments, and any selection notices.
- Do not refuse work — do the job and raise the issue through your steward.
- Contact a steward promptly so time limits are not missed.
âš Important Deadlines / Time Limits
- Grievance time limits run from the date of the event or the date you became aware of it — see the Grievances guide for the CBA time limits.
- Promotion and apprentice time frames are set in the CBA article for that topic.
- Act early. A missed time limit can end your claim.
Forms / Documents
- Your current position description.
- Written or emailed work assignments and your personal log of duties.
- Job announcements, applications, and selection or non-selection notices.
- Apprentice training records and evaluations.
- Any grievance form identified in the CBA (your steward will help).
Who Should I Contact?
- Your shop steward first.
- TVFEMTC union officers if your steward is unavailable.
- Use the Contact a Steward button below for confirmed NNSY contact information.
Escalation Steps
- Talk with your steward and gather your documents.
- Steward raises the issue with your supervisor.
- If unresolved, file under the negotiated grievance procedure (see the Grievances guide).
- If management wants to question you, request representation (see the Representation guide).
What Happens Next?
- Your steward reviews the facts against the CBA.
- Management responds within the time frames in the CBA.
- The issue is resolved informally, or moves through the grievance steps.
CBA References
- Classification / Position Descriptions — see CBA
- Details & Temporary Promotions — see CBA
- Merit Promotion — see CBA
- Apprentice Program — see CBA
- Negotiated Grievance Procedure — see CBA
Still Not Sure?
Do not guess. Contact your steward or TVFEMTC.
Choose Your Pathway
PATHWAY 1
Classification / Job Description
- Situation: Your position description no longer matches the work you actually do.
- Keep: Your current position description.
- CBA: Classification / Position Descriptions — see CBA
PATHWAY 2
Higher-Level Work / Temporary Promotion
- Situation: You are regularly assigned duties of a higher grade or different job without higher pay.
- Keep: Written or emailed work assignments and your personal log of duties — dates, duties performed, who assigned them, and for how long.
- CBA: Details & Temporary Promotions — see CBA
PATHWAY 3
Merit Promotion
- Situation: You were not selected, or not considered, for a promotion.
- Keep: Job announcements, applications, and selection or non-selection notices.
- CBA: Merit Promotion — see CBA
PATHWAY 4
Apprentice Rights & Training
- Situation: You are an apprentice with a question about training, advancement, or assignments.
- Keep: Apprentice training records and evaluations.
- CBA: Apprentice Program — see CBA
PHASE 2 GUIDE · POSITION & PAY RIGHTS
Careers & Promotions
This guide uses the NNSY–TVFEMTC Collective Bargaining Agreement (CBA) as its only source. It helps if you think you are doing higher-graded work without the pay, your position description does not match your duties, you were passed over for a promotion, or you have a question about your apprentice rights.
Common searches: working out of grade · doing my supervisor's job · temporary promotion · higher pay for higher work · detail to a higher grade · wrong PD · position description doesn't match · desk audit · reclassification · downgrade · passed over for promotion · merit promotion · apprentice program · apprentice pay · apprentice graduation · career ladder
1. What Happened?
Your job is misclassified, duties are outside the official description, you are doing higher-level work, a promotion process went wrong, or you are an apprentice with a training or progression issue.
- You are regularly doing work of a higher grade without being paid for it.
- Your duties no longer match your position description (PD).
- You were not picked, or not considered, for a promotion.
- You have a problem with apprentice training, progress, pay, or placement.
2. What Should I Know?
- The CBA has rules on higher-level work assignments, temporary promotions, classification, merit promotion, and apprentices. Read those exact rules in the original CBA.
- Only the wording of the CBA counts. This guide is a plain-language summary.
- Problems you cannot fix informally may go through the negotiated grievance procedure, unless the CBA says otherwise.
- Pick the pathway below that matches your situation: A. Classification / Job Description · B. Higher-Level Work / Temporary Promotion · C. Merit Promotion · D. Apprentice Rights & Training.
Choose Your Pathway
PATHWAY A · ARTICLE 12
Classification / Job Description
- Classification review: Request shop-superintendent review of improper rating/classification; you may be accompanied by the chief steward. If unresolved, appeal through the appropriate statutory procedure.
- Worksite audit: A worksite audit includes personal discussion with the employee and consideration of Council written information.
- Work outside your PD: Unresolved work outside the official description may use grievance/arbitration.
- Getting your job description: You may request your current job description; the Council may request job descriptions, grading standards and related material for a grievance/appeal.
- Annual review: Annual-review disagreements follow Section 2 and you receive the description to verify adequacy.
- Job-grading appeal: A job-grading appeal may be initiated at any time; grade, title and series may be appealed.
- Proposed PD changes: Proposed substantial job-description changes go to the chief steward.
PATHWAY B · ARTICLE 9 SECTION 4
Higher-Level Work / Temporary Promotion
- 120-day limit: Temporary promotion/detail cannot exceed 120 calendar days in a 12-month period from the first temporary promotion/detail unless selected from a properly issued completed promotion certificate.
- Foreman assignments: A unit employee temporarily assigned to a foreman position where the need is 31 days or more will be temporarily promoted.
- Higher-paying unit jobs: Temporary assignment to a higher-paying bargaining-unit job is a temporary promotion where the need is 31 days or more.
Important: The CBA does not promise automatic promotion beyond these provisions.
PATHWAY C · ARTICLE 9
Merit Promotion
- How vacancies work: Vacancies/promotions follow the Merit Promotion Program and CBA.
- Announcements: Unit announcements are posted on Shipyard bulletin boards, the Council receives 16 copies, and applications remain open at least 12 working days.
- Missed through error: An employee denied promotion consideration through error receives priority consideration for the next appropriate vacancy.
- Rating grievances (Article 33 Section 8): SF-171/supplement numerical score or qualified-rating grievances go to Code 1117 within 15 calendar days of receiving the rating notice; later steps and possible arbitration follow that section. Use the completed Grievances guide rather than duplicating it.
Watch out: Nonselection from a properly ranked/certified group is excluded by Article 33 Section 2. The Merit Promotion rating grievance deadline is 15 calendar days.
PATHWAY D · ARTICLE 11
Apprentice Rights & Training
Skills-assessment protection: Training skills-assessment survey information will not be used directly against an employee for disciplinary or performance-based action.
Related: Trade Jurisdiction — Article 27
- Assignments consider job-description duties and requirements.
- The Council may provide traditional/historic trade-jurisdiction views.
- Before significant new work or significant changes in traditional practices, the Employer notifies the Council so it can provide views; it must inform the Council as soon as it knows.
On-the-Job Training Plans
OJT follows approved plans and exposes apprentices to varied assignments of increasing complexity and responsibility; the appropriate chief steward may review plans on request.
Graduation & Journeyman Promotion
- Satisfactory academic/shop completion brings a certificate and journeyman promotion consistent with statutory management rights.
- Upper-10-percent graduates may request consideration for available shop assignments, subject to Employer needs.
Tools, Textbooks & Instruments
The Employer provides drawing instruments and textbooks and, on request, a toolbox/basic trade tools; items are accounted for and returned before graduation, with the required-tool list provided at least 30 days before turn-in.
Apprentice Steward
One Council apprentice steward and alternate are designated in writing.
Homework & College Credit
- Homework follows normal academic requirements; unfinished work after on-clock study is completed on the employee's own time.
- College credit may be awarded when a required course automatically carries it, as an incidental by-product.
Training Assignments & Development
- Training assignments use variety, increasing complexity, ability, and demonstrated performance; acceptable performance in each major area is required.
- Journeymen are expected to instruct apprentices.
- The Employer encourages development and provides training where possible consistent with production and budget.
3. What Should I Do Now?
- Write down the dates, hours, and specific higher-level tasks you did, and who assigned them.
- Keep a copy of your current PD and any written assignments or emails. Also keep the announcement, application/rating notice, training plan, evaluations, tool list and witness notes.
- Do not refuse an assignment. Do the work now and raise your concern later, unless the work is unsafe.
- Contact your steward and chief steward before the grievance deadline runs out.
- For a classification problem, request classification review from the shop superintendent.
4. Important Deadlines / Time Limits
- The CBA grievance time limits apply. Look up the exact days in the Grievances guide and the original CBA.
- General grievances (Article 33): ordinarily begin within 15 workdays of incident/knowledge.
- Merit Promotion rating grievances: 15 calendar days of receiving the rating notice (Article 33 Section 8).
- Temporary promotion/detail: 120 calendar days in a 12-month period; 31 days or more of need triggers a temporary promotion.
- Promotion announcements: applications remain open at least 12 working days.
- Apprentice tool list: provided at least 30 days before turn-in.
- Job-grading appeal: may be initiated at any time.
- The deadline usually starts when you knew, or should have known, about the problem. Do not wait.
5. Forms / Documents
- Your current position description (PD)
- Your own notes on dates, hours, and higher-level duties
- Written assignments, emails, or work orders
- Names of witnesses and witness notes
- Promotion announcement and your application, if you have them
- Rating notice (SF-171/supplement score or qualified rating), if you have one
- Apprentice training plan, evaluations, training records and tool list, if they apply
6. Who Should I Contact?
- Your shop steward. They are your first contact.
- Your chief steward, for classification reviews and proposed job-description changes.
- The Council apprentice steward or alternate, for apprentice issues.
- TVFEMTC union officers, if you cannot reach your steward.
- If management calls you in for questions about your duties, see the Management Questioning / Representation guide.
7. Escalation Steps
- Talk with your steward and gather your documents.
- Your steward raises the issue with your supervisor. For classification, request shop-superintendent review (the chief steward may accompany you).
- If it is not resolved, file a grievance under the CBA (Article 33). See the Grievances guide. Unresolved classification issues may be appealed through the appropriate statutory procedure.
- The union decides on any further steps the CBA allows.
8. What Happens Next?
- Your steward reviews your facts against the CBA.
- Management may respond, review your duties, or settle informally.
- If it goes to a grievance, management must respond within the CBA time limits at each step.
- Keep your steward updated if your duties change.
9. CBA References
- Higher-level work, temporary promotion and merit promotion: Article 9 Sections 1-6
- Apprentice program: Article 11 Sections 1-14
- Position classification / job descriptions: Article 12 Sections 1-8
- Trade jurisdiction: Article 27 Section 1
- Negotiated grievance procedure: Article 33 Sections 1, 5, 7-10
Related completed guides: Grievances · Management Questioning / Representation
Still Not Sure?
Don't guess. Contact your steward or TVFEMTC.
CLASSIFICATION · HIGHER-LEVEL WORK · PROMOTION · APPRENTICE RIGHTS
Steward & CBA Access
Questions about working out of classification, temporary promotion, higher-level pay, promotion selection, or apprentice rights? Go to the controlling NNSY–TVFEMTC CBA language and talk to a steward before you act.
Need to file or get representation? Use the completed guides:
Still Not Sure?
Don't guess. Contact your steward or TVFEMTC.
Common searches: working out of class, doing higher grade work, temp promotion, temporary promotion pay, higher level pay, not paid for higher grade, detail to higher position, promotion denied, passed over for promotion, merit promotion, position description wrong, job reclassification, classification appeal, apprentice rights, apprentice program, apprentice pay, apprentice graduation.