Common use of ASSIGNMENT, TRANSFERS AND VACANCIES Clause in Contracts

ASSIGNMENT, TRANSFERS AND VACANCIES. 15.1 All bargaining unit vacancies shall be publicized to Association members through District e- mail notification for three days with pertinent information and procedures for being considered included. Vacancies, along with a job posting, will be on the District Web page as quickly as possible. Employees will apply for vacancies as an internal candidate using the District’s on-line application system. 15.2 When a vacancy becomes available, the position may be posted in-district and advertised externally simultaneously. However, files of external applicants will not be made available to the interview team for review unless it is determined that no qualified suitable candidates are available among internal applicants. 15.3 The interview team will select the most qualified and suitable candidate; and during the process administrative references will be considered. The interview team will make a recommendation to the Superintendent. The Superintendent’s decision is final. a. When two internal candidates have absolutely equal qualifications and suitability, as judged by the discretion of the interview team, for a vacant position the one with the most seniority will be given preference. 1) If neither has seniority in the desired position, then District longevity will be considered. 15.4 Should an emergency situation arise where a position needs to be filled immediately, the District may temporarily assign the duties until the position is posted and filled using the hiring practices contained herein. 15.5 When requested, an internal applicant who is not selected for a position shall receive an explanation from the District. 15.6 Prior to selection of an employee for an involuntary transfer, the District shall notify employees within the same position of the potential for an involuntary transfer. 15.7 An employee involuntarily transferred due to economic or programmatic reasons shall be given preference for desired voluntary transfers back to the position they were involuntarily transferred from; this preference shall last two years from the date that the involuntary transfer took effect and end if they turn down an assignment, in said position, of equal or greater salary. Nothing contained in this subsection shall grant preference to an employee who was transferred involuntarily for disciplinary or staff morale issues. 15.8 No employee will be involuntarily transferred without specific written notice at least ten days prior to the transfer. The transfer decision is subject to reconsideration by the Superintendent provided the transfer is for reasons other than discipline or morale and the employee requests such a reconsideration within five business days of receipt of the notice of involuntary transfer. The employee may be accompanied by an Association representative, if the employee so chooses. 15.9 An open position being filled by the involuntarily transfer of an employee due to displacement or elimination of their current position will not be subject to the provisions of Article III, Sections 18.1 through 18.6.

ASSIGNMENT, TRANSFERS AND VACANCIES. 15.1 All bargaining unit vacancies shall be publicized to Association members through District e- mail notification for three days with pertinent information and procedures for being considered included. Vacancies, along with a job posting, will be on the District Web page as quickly as possible. Employees will apply for vacancies as an internal candidate using the District’s on-line application system. 15.2 When a vacancy becomes available, the position may be posted in-district and advertised externally simultaneously. However, files of external applicants will not be made available to the interview team for review unless it is determined that no qualified suitable candidates are available among internal applicants. 15.3 The interview team will select the most qualified and suitable candidate; and during the process administrative references will be considered. The interview team will make a recommendation to the Superintendent. The Superintendent’s decision is final. a. When two internal candidates have absolutely equal qualifications and suitability, as judged by the discretion of the interview team, for a vacant position the one with the most seniority will be given preference. 1) If neither has seniority in the desired position, then District longevity will be considered. 15.4 Should an emergency situation arise where a position needs to be filled immediately, the District may temporarily assign the duties until the position is posted and filled using the hiring practices contained herein. 15.5 When requested, an internal applicant who is not selected for a position shall receive an explanation from the District. 15.6 Prior to selection of an employee for an involuntary transfer, the District shall notify employees within the same position of the potential for an involuntary transfer. Although a member may volunteer, their selection is still based on the language in 15.3 stating “the interview team will select and most qualified and suitable candidate.” 15.7 An employee involuntarily transferred due to economic or programmatic reasons shall be given preference for desired voluntary transfers back to the position they were involuntarily transferred from; this preference shall last two years from the date that the involuntary transfer took effect and end if they turn down an assignment, in said position, of equal or greater salary. Nothing contained in this subsection shall grant preference to an employee who was transferred involuntarily for disciplinary or staff morale issues. 15.8 No employee will be involuntarily transferred without specific written notice at least ten days prior to the transfer. The transfer decision is subject to reconsideration by the Superintendent provided the transfer is for reasons other than discipline or morale and the employee requests such a reconsideration within five business days of receipt of the notice of involuntary transfer. The employee may be accompanied by an Association representative, if the employee so chooses. 15.9 An open position being filled by the involuntarily transfer of an employee due to displacement or elimination of their current position will not be subject to the provisions of Article III, Sections 18.1 15.1 through 18.615.6.

ASSIGNMENT, TRANSFERS AND VACANCIES. 15.1 All bargaining unit vacancies shall be publicized to Association members through District e- e-mail notification for three days with pertinent information and procedures for being considered included. Vacancies, along with a job posting, will be on the District Web page as quickly as possible. Employees will apply for vacancies as an internal candidate using the District’s on-line application system. 15.2 When a vacancy becomes available, the position may be posted in-district and advertised externally simultaneously. However, files of external applicants will not be made available to the interview team for review until unless it is determined that no qualified suitable candidates are available among internal applicants. 15.3 The interview team will select the most qualified and suitable candidate; and during the process administrative references will be considered. The interview team will make a recommendation to the Superintendent. The Superintendent’s decision is final. a. When two internal candidates have absolutely equal qualifications and suitability, as judged by the discretion of the interview team, for a vacant position the one with the most seniority will be given preference. 1) If neither has seniority in the desired position, position then District longevity will be considered. 15.4 Should an emergency situation arise where a position needs to be filled immediately, the District may temporarily assign the duties until the position is posted and filled using the hiring practices contained herein. 15.5 When requested, an internal applicant who is not selected for a position shall receive an explanation from the District. 15.6 Prior to selection of an employee for an involuntary transfer, the District shall notify employees within the same position of the potential for an involuntary transfer. 15.7 An employee involuntarily transferred due to economic or programmatic reasons shall be given preference for desired voluntary transfers back to the position they were involuntarily transferred from; this preference shall last two years from the date that the involuntary transfer took effect and end if they turn down an assignment, in said position, of equal or greater salary. Nothing contained in this subsection shall grant preference to an employee who was transferred involuntarily for disciplinary or staff morale issues. 15.8 No employee will be involuntarily transferred without specific written notice at least ten days prior to the transfer. The transfer decision is subject to reconsideration by the Superintendent provided the transfer is for reasons other than discipline or morale and the employee requests such a reconsideration within five business days of receipt of the notice of involuntary transfer. The employee may be accompanied by an Association representative, if the employee so chooses. 15.9 An open position being filled by the involuntarily transfer of an employee due to displacement or elimination of their current position will not be subject to the provisions of Article III, Sections 18.1 through 18.6.

ASSIGNMENT, TRANSFERS AND VACANCIES. 15.1 14.1 All bargaining unit vacancies shall be publicized to Association members through District e- mail notification for three days with pertinent information and procedures for being considered included. Vacancies, along with a job posting, will be on the District Web page as quickly as possible. Employees will apply for vacancies as an internal candidate using the District’s on-line application system. 15.2 14.2 When a vacancy becomes available, the position may be posted in-district and advertised externally simultaneously. However, files of external applicants will not be made available to the interview team for review unless it is determined that no qualified suitable candidates are available among internal applicants. 15.3 14.3 The hiring administrator will make a reasonable effort to include a member of the Association from the relevant classification on the interview committee. If no such member is available, another representative from the Association may be included in the interview process. The interview team will select the most qualified and suitable candidate; and during the process administrative references will be considered. The interview team will make a recommendation to the Superintendent. The Superintendent’s decision is final. a. When two internal candidates have absolutely equal qualifications and suitability, as judged by the discretion of the interview team, for a vacant position the one with the most seniority will be given preference. 1) If neither has seniority in the desired position, then District longevity will be considered. 15.4 14.4 Should an emergency situation arise where the absence of an employee will have a significant adverse effect or the presence of an employee is legally required, so the position needs to be filled immediately, the District may temporarily assign the duties until the position is posted and filled using the hiring practices contained herein. 15.5 14.5 When requested, an internal applicant who is not selected for a position shall receive an explanation from the District. 15.6 14.6 Prior to selection of an employee for an involuntary transfer, the District shall notify employees within the same position of the potential for an involuntary transfer. Although a member may volunteer, their selection is still based on the language in 15.3 stating “the interview team will select the most qualified and suitable candidate.” 15.7 14.7 An employee involuntarily transferred due to economic or programmatic reasons shall be given preference for desired voluntary transfers back to the position they were involuntarily transferred from; this preference shall last two years from the date that the involuntary transfer took effect and end if they turn down an assignment, in said position, of equal or greater salary. Nothing contained in this subsection shall grant preference to an employee who was transferred involuntarily for disciplinary or staff morale issues. 15.8 14.8 No employee will be involuntarily transferred without specific written notice at least ten days prior to the transfer. The transfer decision is subject to reconsideration by the Superintendent provided the transfer is for reasons other than discipline or morale and the employee requests such a reconsideration within five business days of receipt of the notice of involuntary transfer. The employee may be accompanied by an Association representative, if the employee so chooses. 15.9 14.9 An open position being filled by the involuntarily transfer of an employee due to displacement or elimination of their current position will not be subject to the provisions of Article III, Sections 18.1 15.1 through 18.615.6.