Changing Positions. Council recognises employees need to manage the demands of work with their other life activities. Where business and individual needs can continue to be met and there are benefits to both Council and the employee, Council through mutual negotiation with the employee and the union, will support a permanent employee who requests a permanent move to a lower paid position due to personal reasons not relating to a disciplinary, performance, complaint or workplace relationship issue. A move will depend on availability of vacant positions. In order to move to another position a person will need to vacate their substantive position. A move to another position can involve a change in working arrangements and hours of work. A person requesting a change of position should not benefit from the change.

Changing Positions. Current Employees transferring, being promoted, or filling a newly created position, will receive a seventy-five cent ($0.75) per hour increase to their current wage per classification move when moving to a higher classification. Employees moving to a lower classification will incur a seventy- five cent ($0.75) per hour decrease per classification move to their current wage when moving to a lower classification

Changing Positions. 7.5.1 When an employee voluntarily bids into a position with a higher maximum, the employee’s rate of pay shall normally be adjusted to the minimum of the new range except that the rate will not be less that four

Changing Positions. 7.5.1 When an employee voluntarily bids into a position with a higher maximum, the employee’s rate of pay shall be adjusted to the minimum of the new range except that the rate will not be less than four (4) percent above the current rate and no more than the maximum of the new range. If the addition of four (4) percent produces a rate between two steps in the range of the higher paid position, the salary shall be adjusted to the higher of these two rates. 7.5.1.1 Employees on promotion shall be placed in accordance with Article 7.5.1 except that: a) employees who previously worked in a position with the same or higher maximum as the new position shall move to the same step in the new pay range or be placed in accordance with Article 7.5.1 whichever is higher; b) employees who are reclassified as a result of application of the classification plan shall move to the same step in the new pay range; c) employees at the long service increment who are promoted shall retain their long service placement on the grid. 7.5.1.2 A permanent employee who is promoted and fails the probation shall revert to the position held prior to promotion, or by mutual agreement the employee may revert back in accordance with Article 8.

Changing Positions. If an administrator changes positions, this change will not result in less contractual pay than scheduled unless such change is voluntary. If voluntary, an administrator electing a change will assume the salary scheduled for that position. An administrator reassigned to another administrative position will maintain his/her salary until the pay schedule catches up. Needs for additional administrative/student support at the elementary and middle school levels will be addressed. Discussion between building principals, superintendent and his/her designee(s) will take place when building populations exceed 600 at elementary level and 900 at the middle school levels. Considerations will be discussed, including district financial implications.

Changing Positions. A Remote Teleworker may remain a Remote Teleworker upon a change in position or duties provided the employee’s new position allows for participation in the program. This determination will be made at the Employer’s discretion. Any Remote Teleworker that is selected by the Employer to return to their Reporting Office for a detail, temporary assignment, or special project may do so for as long as necessary and return to their remote Official Worksite upon completion. Employees who return to their Reporting Office for a detail, temporary assignment, or special project will not be entitled to administrative leave, or any travel, moving, or relocation expenses.

Related to Changing Positions

Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC 000-00-000. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten
New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.
New Position An approved position not reflected in the current year budget complement.
Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.
Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.
Term Position A position occupied by a full-time or part-time nurse for a specified period of time, up to a maximum of sixty (60) weeks, where patient/client/resident census or workload necessitates a temporary increase in staffing, if mutually agreed, to replace a nurse(s) who is/are on vacation or leave of absence, or to carry out a special short term project or where the Employer has provided notice of permanent deletion of position(s) under the Memorandum of Understanding regarding Employment Security, or as otherwise mutually agreed between the Union and the Employer. If the Employer determines there is a term position to be filled by a nurse, the term position shall be posted in accordance with Article 30. This shall not preclude the Employer from utilizing part-time nurses and/or casual nurses to work available shifts as specified in Articles 34 and 35 when the Employer decides that a term position is not required. The Employer shall provide written confirmation of the start and expiry dates of the term position prior to the nurse's commencement in the position. This period may be extended if the Employer so requests and the Union agrees. The maximum duration specified in paragraph 1 above for term positions shall not apply in situations where a nurse is absent indefinitely due to Workers Compensation and/or illness and/or accident or where there is a temporary vacancy due to leave for Public Office. In these cases, the Employer shall state on the job posting that the said term position is an "Indefinite Term" which will expire subject to a minimum of twenty-four
Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.
Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve
Other Positions Executive shall immediately resign, and shall be deemed to have immediately resigned without the requirement of any additional action, from any and all position Executive holds with the Company and its Affiliates on Executive’s Date of Termination.
Open Positions In order to ensure that all interested employees are advised of employment opportunities, notice of job vacancies for regular full or part time positions will be sent to the Union, and job announcements will be posted on designated bulletin boards in the office. In addition, information about all job vacancies will be available to employees by calling the office and in pay envelopes. All regular full or part time vacancies will be posted and filled in accordance with this Agreement. Postings will include position requirements, minimum qualifications, substitute and preferred qualifications (if any) and base rate of pay.

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