Common use of Assignment Vacancies and Transfer Clause in Contracts

Assignment Vacancies and Transfer. Section 16.1 A vacancy shall be defined as a position vacated through transfer, resignation, termination, retirement or a new position created within the bargaining unit. Whether such vacancy shall be filled shall be determined solely by the Employer. When the Employer decides not to fill a vacancy, the decision and reasons for the decision will be provided to the Association. Section 16.2 The Employer can fill a vacancy by transferring a member of the bargaining unit, with the employee’s agreement, without posting the vacancy. Section 16.3 Vacancies which cannot be filled by transfer without posting or by qualified laid-off members of the bargaining unit shall be posted in all District facilities. Section 16.4 The District maintains its prerogative to interview and select applicants for employment. Bargaining unit employees who meet the qualifications and criteria specified on job postings may apply for such positions. The Human Resources Department shall select the best-qualified bargaining unit applicants and refer them to the supervisor. Should more than three qualified bargaining unit members apply, the supervisor shall interview a minimum of three. The Human Resource Department's decision regarding the qualifications and the supervisor's selection of the finalist shall not be subject to the grievance procedure of this Agreement. Section 16.5 When the qualifications and experience of a bargaining unit applicant and an outside applicant are determined by the District to be essentially equal, the qualified bargaining unit applicant shall be given the available position. The District's decision regarding qualifications is not subject to the grievance procedure of this Agreement. Section 16.6 Whenever vacancies occur during the summer months when regular school is not in session, the following procedure, in addition to the procedures heretofore outlined, shall be observed: Section 16.6.1 Employees with specific interest in transferring and in possible vacancies will notify the Human Resource Department of their interest, in writing, during the last regular work week of school and shall include a summer address and telephone number. Section 16.6.2 Should a vacancy occur, the Human Resources Department shall make every effort to notify the employees who have expressed an interest in said position or similar positions. Section 16.6.3 The employees so notified shall have the responsibility of contacting the Human Resources Department indicating their interest in said position within three (3) business days of receiving such notification. Section 16.7 An employee transferred to a position with a different job title shall be placed on that level of the new classification lane which equals the employee’s salary in the former position. Section 16.8 An employee receiving a promotion in the same job classification (i.e., Administrative Professional I to Administrative Professional II, Accounting Technician I to Accounting Technician II) shall be placed at the next highest salary rate. Section 16.9 An employee receiving a promotion to a different job classification (i.e., Accounting I to Administrative Professional III) shall be placed at the same or next higher salary rate. In no case shall a promoted employee be placed at a lower salary rate. Section 16.10 Employees returning to the bargaining unit from a position with the District not covered by this Agreement shall be credited with the same number of years of service they had immediately prior to leaving the bargaining unit. Section 16.11 In the event the District must reduce the number of employees at a job site or in a department, the supervisor will first ask for a volunteer to be involuntarily transferred. The District will make the final decision regarding which employee is transferred. An individual may only be involuntarily transferred once every three (3) years unless they are the only employee in the department. Section 16.12 Employees involuntarily transferred to positions with a lesser rate of pay shall receive their old rate until the rate of pay of the transferred position equals that of the former position. Section 16.13 Prior to an involuntary transfer taking place, the supervisor(s) involved shall confer with the employee regarding the transition process. Section 16.14 The District and Association recognize the desirability of making assignments which consider the interests and aspirations of the employees. To this end, should reorganization or reassignment be necessary, a conversation between employee and supervisor will take place for the purpose of discussing the reasons for the reassignment.

Assignment Vacancies and Transfer. Section 16.1 A vacancy shall be defined as a position vacated through transfer, resignation, termination, retirement or a new position created within the bargaining unit. Whether such vacancy shall be filled shall be determined solely by the Employer. . Section 16.2 When the Employer decides not to fill such a vacancy, the decision and reasons for the decision will be provided to the Association. Section 16.2 The Employer it can fill a vacancy do so by transferring a member of the bargaining unit, with the employee’s agreement, unit without posting the vacancy. Section 16.3 Vacancies which cannot be filled by transfer without posting or by qualified laid-off members of the bargaining unit shall be posted in all District facilities. Section 16.4 The District maintains its prerogative to interview and select applicants for employment. Bargaining unit employees who meet the qualifications and criteria specified on job postings may apply for such positions. The Human Resources Department shall select the best-qualified bargaining unit applicants and refer them to the supervisor. Should more than three qualified bargaining unit members apply, the supervisor shall interview a minimum of three. The Human Resource Department's decision regarding the qualifications and the supervisor's selection of the finalist shall not be subject to the grievance procedure of this Agreementagreement. Section 16.5 When the qualifications and experience of a bargaining unit applicant and an outside applicant are determined by the District district to be essentially equal, the qualified bargaining unit applicant shall be given the available position. The District's decision regarding qualifications is not subject to the grievance procedure of this Agreementagreement. Section 16.6 Whenever vacancies occur during the summer months when regular school is not in session, the following procedure, in addition to the procedures heretofore outlined, shall be observed: Section 16.6.1 Employees with specific interest in transferring and in possible vacancies will notify the Human Resource Department of their interest, in writing, during the last regular work week of school and shall include a summer address and telephone number. Section 16.6.2 Should a vacancy occur, the Human Resources Resource Department shall make every effort to notify the employees who have expressed an interest in said position or similar positions. Section 16.6.3 The employees so notified shall have the responsibility of contacting the Human Resources Resource Department indicating their interest in said position within three (3) business days of receiving such notification. Section 16.7 An employee transferred to a position with a different job title shall be placed on that level of the new classification lane which equals the employee’s her or his salary in the former position. Section 16.8 An employee receiving a promotion in the same job classification (i.e., Administrative Professional I Secretary to Administrative Professional Secretary I, to Administrative Secretary II, Accounting Technician I to Accounting Technician II) shall be placed at the next highest salary rate. Section 16.9 An employee receiving a promotion to a different job classification (i.e., Accounting I to Administrative Professional Secretary III) shall be placed at the same or next higher salary rate. In no case shall a promoted employee be placed at a lower salary rate. Section 16.10 Employees returning to the bargaining unit from a position with the District district not covered by this Agreement agreement shall be credited with the same number of years of service they had immediately prior to leaving the bargaining unit. Section 16.11 In the event the District district must reduce the number of employees at a job site or in a department, the supervisor will first ask for a volunteer to be involuntarily transferred. The District district will make the final decision regarding which employee is transferred. An individual may only be involuntarily transferred once every three (3) years unless they are the only employee in the department. Section 16.12 Employees involuntarily transferred to positions with a lesser rate of pay shall receive their old rate until the rate of pay of the transferred position equals that of the former position. Section 16.13 Prior to an involuntary transfer taking place, the supervisor(s) involved shall confer with the employee regarding the transition process. Section 16.14 The District and Association recognize the desirability of making assignments which consider the interests and aspirations of the employees. To this end, should reorganization or reassignment be necessary, a conversation between employee and supervisor will take place for the purpose of discussing the reasons for the reassignment.

Assignment Vacancies and Transfer. Section 16.1 A vacancy A. Employees shall not be assigned, except in accordance with the regulations of the State Board of Education, to subjects, grades and/or other classes outside of their certificates and/or their major or minor fields of study or qualifications in specialty areas. Prior to any re-assignment, employee(s) and the Superintendent or the Superintendent's designee will discuss re-assignment or transfer options. Employees shall be defined as notified by certified mail no later than July 15 of any changes in their programs and schedules for the ensuing school year, including regular assignments, and any special assignments. In an emergency situation, employees may be requested to change assignments after the July 15 deadline. B. When an employees who desires a transfer or re-assignment for the following school year, the following procedure shall be used: 1) The employee shall complete a request form by April 1st or ten (10) days following District notification to the Association of the vacancy applied for, whichever is later. 2) Employment of any new employee for a specific position vacated shall not be made until all those qualified teachers who have a pending request for transfer or re-assignment have been considered by the Superintendent. 3) Upon written request by the employee, at least thirty (30) days prior to the beginning of the school year, the Superintendent or designee shall notify in writing and by personal conference each employee whose request for transfer or reassignment was not granted and the reason(s) for not granting the request. C. To assure that employees are given due consideration in filling any vacancies or newly created positions which occur at any time within the District, the following procedure shall be used: 1) All vacancies and new positions (teaching and extra-curricular non-sport) must be publicized through transfer, resignation, termination, retirement a written notice to the President concurrent with public posting. All postings must contain a tentative building assignment of the anticipated vacancy. 2) Said notice of vacancy or a new position created within shall clearly set forth the bargaining unit. Whether such vacancy qualifications for the position and the procedures and timelines for applying. 3) All vacancies or new positions shall be filled on the basis of qualifications for the position. Qualifications shall be determined solely those listed in the position announcement as developed by the Employer. When District. 4) The District will make all possible effort to hire the Employer decides not best qualified person to fill a vacancy, the decision vacancies and reasons for the decision new positions. All in-district applicants will be provided to given a screening interview. In the Association. Section 16.2 The Employer can fill a vacancy by transferring a member of event the bargaining unit, with the employee’s agreement, without posting the vacancy. Section 16.3 Vacancies which cannot be filled by transfer without posting or by qualified laidin-off members of the bargaining unit shall be posted in all District facilities. Section 16.4 The District maintains its prerogative to interview and select applicants for employment. Bargaining unit employees who meet the qualifications and criteria specified on job postings may apply for such positions. The Human Resources Department shall select the best-qualified bargaining unit applicants and refer them to the supervisor. Should more than three qualified bargaining unit members apply, the supervisor shall interview a minimum of three. The Human Resource Department's decision regarding the qualifications and the supervisor's selection of the finalist shall not be subject to the grievance procedure of this Agreement. Section 16.5 When the qualifications and experience of a bargaining unit district applicant and an outside applicant are determined by the District to be essentially equal, the qualified bargaining unit applicant shall be given the available position. The District's decision regarding qualifications is not subject to the grievance procedure of this Agreement. Section 16.6 Whenever vacancies occur during the summer months when regular school is not in sessionselected, the following procedure, in addition to the procedures heretofore outlined, shall be observed: Section 16.6.1 Employees with specific interest in transferring and in possible vacancies will notify the Human Resource Department of their interesthe/she may request, in writing, during the last regular work week of school and shall include a summer address and telephone numberreason they were not selected. Section 16.6.2 Should a vacancy occur, the Human Resources Department shall make every effort to notify the employees who have expressed an interest in said position or similar positions. Section 16.6.3 The employees so notified shall have the responsibility of contacting the Human Resources Department indicating their interest in said position within three (3) business days of receiving such notification. Section 16.7 An employee transferred to a position with a different job title shall be placed on that level of the new classification lane which equals the employee’s salary in the former position. Section 16.8 An employee receiving a promotion in the same job classification (i.e., Administrative Professional I to Administrative Professional II, Accounting Technician I to Accounting Technician II) shall be placed at the next highest salary rate. Section 16.9 An employee receiving a promotion to a different job classification (i.e., Accounting I to Administrative Professional III) shall be placed at the same or next higher salary rate. In no case shall a promoted employee be placed at a lower salary rate. Section 16.10 Employees returning to the bargaining unit from a position with the District not covered by this Agreement shall be credited with the same number of years of service they had immediately prior to leaving the bargaining unit. Section 16.11 In the event the District must reduce the number of employees at a job site or in a department, the supervisor will first ask for a volunteer to be involuntarily transferred. The District will make the final decision regarding which employee is transferred. An individual may only be involuntarily transferred once every three (3) years unless they are the only employee in the department. Section 16.12 Employees involuntarily transferred to positions with a lesser rate of pay shall receive their old rate until the rate of pay of the transferred position equals that of the former position. Section 16.13 Prior to an involuntary transfer taking place, the supervisor(s) involved shall confer with the employee regarding the transition process. Section 16.14 The District and Association recognize the desirability of making assignments which consider the interests and aspirations of the employees. To this end, should reorganization or reassignment be necessary, a conversation between employee and supervisor will take place for the purpose of discussing the reasons for the reassignment.