Employee Demotion. The Employer may fill a position by either voluntary or involuntary demotion for cause of an employee in these Bargaining Units, prior to transferring or recalling employees.
Employee Demotion. An employee demoted because of inability to meet established performance standards from a regular full-time or part-time position to a position in a class having a lower salary range shall be paid the salary step in the lower range determined as follows:
A. If the rate of pay received in the higher class is above the maximum salary for the lower class, the employee shall receive the maximum salary of the lower range.
B. If the rate of pay received in the higher class is within the salary range for the lower class, the employee shall receive that salary rate for the lower class which, without increase, is nearest to the salary rate to which such employee was entitled in the higher class; provided however, the employee shall receive not less than the minimum salary of the lower range.
Employee Demotion. The Employer may fill a position by either voluntary or 20 involuntary demotion, of an employee in the Bargaining Unit, prior to transferring 21 or recalling employees.
Employee Demotion. The Parties agree that, notwithstanding Article 15.01, when an employee is demoted because the employee is incapable of satisfactorily performing all the tasks in the classification or for culpable or willful behaviour, the employee will not be considered for a promotion for a period of one year. At the time of the demotion the Board may, at its discretion, reduce the one year period and so notify the employee. This will not be done in an arbitrary or discriminatory manner. If the employee is absent from work during that period for an extended absence of more than one continuous month, then the demotion period would be extended by a corresponding amount of time. Following the demotion period the employee will be considered for a promotion in accordance with Article 15.05. The Government has made a commitment that School Boards and Local Unions would not receive amounts proportionally less than the overall financial settlements reached in any other PDT Agreements that relate to education support workers, subject to the School Boards and Local Unions fully complying with the conditions associated with their governing PDT Agreement. The School Board Associations and the Canadian Union of Public Employees have also agreed that in the event that a classification of employees covered by their governing PDT Agreement receives a greater enhancement under a PDT agreement respecting support workers concluded with another support workers union, the greater enhancement shall be provided to the group of applicable employees covered by the governing PDT Agreement. If the circumstances described above occur, the Board and the Local Union will reopen the collective agreement, but for the sole purpose of giving effect to the enhancements referred herein, subject to the conditions attached thereto, as the case may be. No other proposals or demands will be submitted or considered by either party in the context of this exercise.
Employee Demotion. Demotion shall be construed as the removal from a particular position with an offer of a position of lesser responsibility and salary because of the employee’s inability to perform in the position of greater responsibility. When demotion is offered to more than one employee as alternative to being laid off, the inverse order of layoff shall apply.
