Assignment/Reassignment. 20.1 An employee shall be assigned/reassigned to a position by the appropriate administrator. Such assignments shall be consistent with the employee's classification except as provided elsewhere in this Article. It is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit member.
20.2 An employee may be temporarily assigned, on a de minimis basis, to perform other duties inconsistent with his/her classification or may be reassigned to a position in a higher classification for which he/she is qualified.
20.3 An employee who has received written notice from his/her appropriate administrator that he/she will be serving in such a full-time temporary assignment in a higher classification on an acting basis, pursuant to provision 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater.
20.4 If any such future reassignment for the same position within a twelve (12) month period occurs, the employee shall receive the appropriate compensation of the higher classification from the first day of such a reassignment.
20.5 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreement.
20.6 An employee shall be returned to his/her previous assignment upon completion of a temporary assignment with the same status that the employee would have had if not temporarily assigned.
20.7 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees.
20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows:
a. The Union may request a meeting to discuss whether the new or revised classification and its salary are appropriate for the bargaining unit. Such a meeting shall be held. The parties may agree in writing to modify the unit to include the new...
Assignment/Reassignment. Teaching assignments for the ensuing school year will be made by the administration not later than the last teaching day of the school year. These assignments will be made by a letter of assignment.
(a) Building assignment
(b) General subject assignment or grade
(c) Level to be taught
Assignment/Reassignment. Assignment is the initial placement of a newly-hired bargaining unit mem- ber or the yearly placement within the department to which the bargaining unit member is assigned. Reassignment is the placement of a bargaining unit member in an assign- ment within a different department at the same school site. Reassignments will not be arbitrary or capricious. Such placements must conform to Education Code and credential requirements. When a bargaining unit member is reassigned for disciplinary reasons, the district will follow the provisions set forth in Article 27. The District will make every effort to balance teacher schedules so that equal opportunity is afforded all bargaining unit members who request to teach all levels of courses, regardless of seniority.
8.5.1 The process by which bargaining unit members are considered for such assignments will include consultation with the appro- priate parties involved in the particular instructional area. These parties may include department chairpersons, other subject area leaders, other administrators, SACs, evaluators, and any of the individuals who have made specific requests for certain course assignments. This process will also include examination of the qualifications, credentials, training and experience of the indi- viduals who are candidates for the position. The District will make every effort to accommodate request/s by bargain- ing unit members to be reassigned from one department to another within a school site. The process by which bargaining unit members are consid- ered for such reassignment shall parallel the procedures used in imple- xxxxxxx Article 8.5.
3 9.1 Consistent with the Education Code provisions concerning layoffs, the 4 District will honor seniority as required by Education Code 44955. As
Assignment/Reassignment. 2.1.1 All unit members shall be notified in writing of their assignment/reassignment to grade level or subject area, on or before the last certificated teacher workday. Bargaining unit members who are subject to a reassignment shall be consulted prior to such change. If a reassignment is made, the District shall provide at least two weeks written notice to the unit member prior to the commencement date of the new assignment, unless the District and unit member agree to a shorter period of time.
Assignment/Reassignment. All members shall receive, in writing prior to June 15 of each year, their assignment or reassignment for the ensuing school year. Any member who is reassigned shall be granted, upon request, a conference with the Superintendent at which time reasons shall be given as to why this reassignment is being made. Reassignments are subject to the provisions of part 505-D-2 (Involuntary Transfer) of this section.
Assignment/Reassignment. 12.1 The President may assign/reassign an employee any duties consistent with their classification. The employee shall receive notice of reassignment prior to implementation. Unit 1 Physicians shall not be required to perform duties that are outside of their scope of practice, defined as the procedures, actions and processes that a healthcare practitioner is permitted to undertake in keeping with the terms of their professional license and board certification.
a. Lead Physician function and duties are solely within the President’s discretion. There is no requirement that the CSU must make a Lead Physician assignment at any campus. The assignment may be made or withdrawn at any time by the President. The assignment is subject to the physician’s acceptance prior to the beginning of the assignment.
b. The peer review process is within the physician job description and is not uniquely part of Lead Physician function.
c. Beginning July 1, 2001, the President may authorize Unit 1 employees assigned to the Lead Physician function to receive a monthly stipend between 5% and 10% of the employee’s base salary, to be paid from campus funds. Such monthly stipends shall not be a permanent part of the physician’s base salary and shall not be considered a PBSI.
d. Physicians assigned to the Lead Physician function are neither automatically entitled to, nor disqualified from receiving PBSIs.
e. Each President may continue their current campus practice regarding compensation [including benefits and privileges] for the Lead Physician function, or in the alternative, implement the monthly stipend provision provided above.
12.2 An employee may be temporarily assigned to another classification by the President for up to six (6) months when the President determines such an assignment is in the best interest of the campus. Such an assignment may be extended for up to an additional six (6) months by mutual agreement of the President and the employee.
12.3 After serving thirty (30) consecutive days in a temporary assignment at a higher classification, an employee shall begin to receive the appropriate compensation of the higher classification.
12.4 An employee may request in writing to the appropriate administrator assignment to a particular set of duties they wish to perform. These duties must be consistent with the employee's classification and scope of practice. The appropriate administrator shall meet with the employee to discuss and answer the request.
Assignment/Reassignment. 1. Reassignments to another position will be considered and made upon a request of the employee, when in the judgment of the building principal the best interest of the school system will be served. Assignments within a school shall be made by the building principal subject to the approval of the Superintendent or designee.
2. Reassignments may be made to permit experience at different levels of instruction to achieve better staff utilization or to facilitate personal adjustments.
3. Employees shall be free to request a change in assignment and to discuss the matter with the appropriate administrator.
Assignment/Reassignment. 22.1 An employee shall be assigned/reassigned to a position by the appropriate administrator. Such assignments shall be consistent with the employee's classification except as provided elsewhere in this Article. It is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit member.
22.2 An employee may be temporarily assigned, on a de minimis basis, to perform other duties inconsistent with the employee’s classification or may be reassigned to a position in a higher classification for which they are qualified.
Assignment/Reassignment. A. Assignment means the subject, grade level, classes, and/or duties an employee is designated to perform by his/her immediate supervisor.
B. Reassignment means a change of assignment within a school.
Assignment/Reassignment. 17.1 An employee shall be provided with written notice of permanent reassignment to another position seven (7) days prior to the effective date of such a reassignment. If more than one (1) employee requests an opportunity for reassignment to the same position, the appropriate administrator shall give consideration to seniority, provided that operational needs are met.
17.2 The President may temporarily assign an employee to a position in a higher classification or temporarily reclassify an employee for the performance of duties in a higher classification. The President may temporarily effect an in-class progression for the performance of duties at a higher skill level in the same or a different position. Such a temporary assignment or temporary in-class progression may be for up to six (6) months, and shall be consistent with this Article and/or Article 22, Professional Development. Such an assignment may be extended beyond six (6) months, but for not longer than another twelve (12) months, by mutual agreement of the President and the employee. An employee shall be provided with written notice of such a temporary assignment of duties of another classification or temporary in-class progression at least seven (7) days prior to the effective date.
17.3 An employee shall begin to receive the appropriate compensation of the higher classification or skill level from the effective date of such a temporary assignment or temporary in-class progression.
17.4 An employee serving in a temporary assignment of duties of another classification or temporary in-class progression shall be provided with a letter of verification of such service. A copy of such a verification letter shall be placed in the personnel file of the employee.
17.5 At the end of the temporary assignment of duties of another classification or temporary in-class progression, the employee shall be returned to his/her permanent assignment with the same status as he/she would have had if he/she had not been granted such a temporary assignment or temporary in-class progression.
