Common use of Employee Initiated Transfer Clause in Contracts

Employee Initiated Transfer. a. An employee-initiated transfer is any transfer initiated at the request of the employee to be placed on the transfer list; employees teaching in positions requiring CLAD authorization must possess or be in the process of possessing CLAD authorization. b. Transfer lists will be developed to identify employees who wish to be contacted by Human Resources or site/program administrators in the event of a posted vacancy. Bargaining unit members on the transfer list are encouraged to provide supplemental information for the specific vacancies for which they are applying. 1) Transfer List: A permanent or probationary employee, or a temporary employee who has completed a minimum of one full year of service, may apply to be placed on the Transfer List by submitting a Transfer List Request Form and a Transfer Application Form to the Certificated Human Resources Office between March 1 and March 31. Employees will thus be placed on the Transfer List, and will be notified by the Human Resources Department or site/program administrators regarding vacancies appropriate to their stated preference. 2) After submitting the forms to be on a Transfer List, the employee may arrange for a meeting with the Assistant Superintendent, Human Resources (or designee), for the purpose of discussing the type of position desired and the possibilities for transfer. 3) After the school year begins, between the first day of school and September 30, employees on the Transfer List will be sent written notice giving them the opportunity to remain on the Transfer List through December 31 of that school year, or to be removed from the list. Employees will be given a deadline date to respond, approximately two weeks after the date of the notice. After the designated deadline, only those employees designating that they wish to remain on the list will be automatically contacted for appropriate vacancies through December 31 of that school year. c. An employee not on a Transfer List may apply for any posted vacancy and will be considered if the request is received during the posting period, or prior to the start of the interview process if between July 1 and the first day of the following school year. d. If, after the school year has started, the District determines that a transfer will have an adverse effect on the program, the effective date of the transfer may be delayed, but in no event will it be later than the beginning of the following school year. A temporary employee must be assigned to the open position in the interim. If the employee does not agree with the delay of the effective date, s/he shall be entitled to the appeal provisions of the District-initiated transfer provision in this Article. e. If an arbitrator rules that an employee other than the employee who was selected by the District should have been selected for a particular vacancy, then that employee shall not be placed in the vacancy at issue any sooner than the beginning of the school year which follows the date of the arbitrator's decision. However, the parties may mutually agree to an earlier date for placing that employee.

Employee Initiated Transfer. a. An employee-employee initiated transfer is any transfer initiated at the request shall be filed by submitting an online internal application to Human Resources Division on or before January 15 of the employee current school year to be placed on in an applicant pool for vacancies not yet determined. Staff members may submit internal applications after the transfer list; employees teaching January 15 deadline, whenever vacancies are posted. Staff members who are interested in positions requiring CLAD authorization must possess or be in a particular vacancy should submit an internal application within five (5) days of the process of possessing CLAD authorization. b. Transfer lists will be developed to identify employees who wish to be contacted by Human Resources or site/program administrators in the event posting date of a posted specific vacancy. Bargaining unit members on the transfer list are encouraged to provide supplemental information Internal applications shall be valid for openings for the following school year, only. If a staff member has filed an internal application for a specific vacancies vacancy, and has been interviewed for which they are applying. 1) Transfer List: A permanent or probationary employeethe vacancy, or a temporary the employee will receive written notice of the filling of that vacancy as soon as action on that position has been completed. Any employee who has completed a minimum of one full year of service, may apply submitted an internal application and elected not to be placed on inform the Transfer List by submitting a Transfer List Request Form and a Transfer Application Form to the Certificated Human Resources Office between March 1 and March 31. Employees will thus be placed on the Transfer List, and supervisor will be notified contacted by the Human Resources Department Division on or site/program administrators regarding vacancies appropriate before June 1 to their stated preference. 2) After submitting indicate the forms need to be inform the employee’s supervisor of the internal application on a Transfer Listfile. At that time, the employee may arrange for a meeting will have the option to inactivate the internal application on file. Any internal application received after June 1 will automatically be shared with the Assistant Superintendentemployee's supervisor. Internal applications expire July 31. If an employee has submitted an internal application that is not related to a specific vacancy (for an applicant pool), the staff member shall be notified of administrative action, in writing, by August 1. Beginning August 1 employees must submit an internal application for any vacancy or submit an internal application for an applicant pool as per the above policy. The Human Resources (Division shall post known vacancies on a weekly basis from February through May. These vacancy notices are placed on the District Human Resources Division web site. The vacancy notification information will be available in the Human Resources Division and on the District web site during the summer months when staff members are not assigned to their buildings. The notification of vacancies will indicate grade level, subject level and location. When applying for specific vacancies or designee)locations, the Human Resources Division may include a qualified internal applicant on more than one interview list with principals or supervisors for interviews occurring at the same time. If an employee’s internal application is not selected for the purpose of discussing position, the type of position desired and staff member may direct any questions regarding the possibilities for transfer. 3) After the school year begins, between the first day of school and September 30, employees on the Transfer List will be sent written notice giving them the opportunity to remain on the Transfer List through December 31 of that school year, or to be removed from the list. Employees will be given a deadline date to respond, approximately two weeks after the date of the notice. After the designated deadline, only those employees designating that they wish to remain on the list will be automatically contacted for appropriate vacancies through December 31 of that school year. c. An employee not on a Transfer List may apply for any posted vacancy and will be considered if the request is received during the posting period, or prior action taken to the start of the interview process if between July 1 and the first day of the following school yearHuman Resources Division. d. If, after the school year has started, the District determines that a transfer will have an adverse effect on the program, the effective date of the transfer may be delayed, but in no event will it be later than the beginning of the following school year. A temporary employee must be assigned to the open position in the interim. If the employee does not agree with the delay of the effective date, s/he shall be entitled to the appeal provisions of the District-initiated transfer provision in this Article. e. If an arbitrator rules that an employee other than the employee who was selected by the District should have been selected for a particular vacancy, then that employee shall not be placed in the vacancy at issue any sooner than the beginning of the school year which follows the date of the arbitrator's decision. However, the parties may mutually agree to an earlier date for placing that employee.

Employee Initiated Transfer. a. An A. Employees desiring a transfer within the same job title shall complete an online Employee Transfer Application in accordance with the Job Posting. B. Qualified Association employee applicants requesting a transfer shall be interviewed and considered on merit principles. C. Principals/supervisors, and when applicable interview committee members, shall document why the Association employees were not selected for the position before the job is posted outside the bargaining unit. D. Association transfer applicants who are not selected may contact the Association to find out the reason(s) for non-selection. E. Once an employee accepts a transfer assignment, the employee is ineligible for consideration by this process for one (1) fiscal year (July 1-June 30). This section does not apply to District initiated transfers or layoffs. A. Staffing Reallocations B. Program Need When an employee transfer based on program need is initiated by the District during the employee’s work year, consultation and notification shall be attempted with the employee at least two (2) weeks prior to the transfer date. • Employees at affected work locations will be selected for transfer based on program need, job title and part-time/full-time status, in that order. • The District and the Association will work together to place employees at locations convenient for the employee that also meet the program needs of the District. • Employees rejecting a District-initiated transfer to the same job title at a different location shall relinquish all rights provided in this agreement and will be separated from employment with the District. C. Special Education Paraprofessional Educators When an employee transfer based on Special Education Paraprofessional Educator reallocation is any initiated by the District, consultation and notification shall be attempted with the employee at least two (2) weeks prior to the effective date of transfer. • Employees at affected work locations will be selected for transfer initiated based on job title, part-time/full-time status and union seniority, in that order. The least senior employee in the selected part-time or full-time job title at each affected location will be transferred first. • The District and the request Association will work together to place employees at locations convenient for the employee that also meet the program needs of the employee District. • Employees being displaced from their current work location will be notified in writing, if possible, prior to be placed on the transfer list; end of the school year. • In March/April, displaced employees teaching in positions requiring CLAD authorization must possess or be will receive a list from the Human Resources Department of schools having position openings in the process job titles from which they were displaced, along with the supervisor or principal contact information. Displaced employees must return the list that was provided them to the Human Resources Generalist with their choice of possessing CLAD authorizationposition openings prioritized in order of 1st choice, 2nd choice, etc. b. Transfer lists , by the Human Resources Department established deadline. • Supervisors and principals will be developed to identify receive a list from the Human Resources Department of employees who wish to be contacted by Human Resources or site/program administrators in the event of a posted vacancy. Bargaining unit members on the transfer list are encouraged to provide supplemental information for the specific vacancies have been displaced from position titles for which they are applying. 1now have openings. The list will show the employee’s preference of location if available. • Supervisors and principals will have at least three (3) Transfer List: A permanent or probationary employee, or a temporary employee who has completed a minimum of one full year of service, may apply working days to be placed on the Transfer List by submitting a Transfer List Request Form schedule and a Transfer Application Form to the Certificated Human Resources Office between March 1 and March 31conduct interviews. Employees may also contact supervisors and principals to request an interview. • After the interview period has expired, staffing will thus occur where all displaced employees will be placed on the Transfer List, and placed. The employees will then be notified by the Human Resources Department or site/program administrators regarding vacancies appropriate to of their stated preference. 2) After submitting the forms to be on new work assignment and scheduled start date. • Employees rejecting a Transfer List, the employee may arrange for a meeting with the Assistant Superintendent, Human Resources (or designee), for the purpose of discussing the type of position desired and the possibilities for transfer. 3) After the school year begins, between the first day of school and September 30, employees on the Transfer List will be sent written notice giving them the opportunity to remain on the Transfer List through December 31 of that school year, or to be removed from the list. Employees will be given a deadline date to respond, approximately two weeks after the date of the notice. After the designated deadline, only those employees designating that they wish to remain on the list will be automatically contacted for appropriate vacancies through December 31 of that school year. c. An employee not on a Transfer List may apply for any posted vacancy and will be considered if the request is received during the posting period, or prior to the start of the interview process if between July 1 and the first day of the following school year. d. If, after the school year has started, the District determines that a transfer will have an adverse effect on the program, the effective date of the transfer may be delayed, but in no event will it be later than the beginning of the following school year. A temporary employee must be assigned to the open position in the interim. If the employee does not agree with the delay of the effective date, s/he shall be entitled to the appeal provisions of the District-initiated transfer provision to the same job title at a different location shall relinquish all rights provided in this Article. e. If an arbitrator rules that an employee other than Agreement and will be separated from employment with the employee who was selected by the District should have been selected for a particular vacancy, then that employee shall not be placed in the vacancy at issue any sooner than the beginning of the school year which follows the date of the arbitrator's decisionDistrict. However, the parties may mutually agree to an earlier date for placing that employee.607 DISCIPLINE AND DISMISSAL‌

Employee Initiated Transfer. a. An employee-initiated transfer is any transfer initiated at the request If a permanent employee of the employee to be placed on the transfer list; employees teaching in positions requiring CLAD authorization must possess or be Classified Bargaining Unit applies for a vacancy in the process of possessing CLAD authorization. b. Transfer lists will be developed to identify employees who wish to be contacted by Human Resources or site/program administrators same classification in the event of a posted vacancy. Bargaining unit members on the transfer list are encouraged to provide supplemental information for the specific vacancies for which they are applying. 1) Transfer List: A permanent or probationary employee, or currently hold a temporary employee who has completed a minimum of one full year of service, may apply to be placed on the Transfer List by submitting a Transfer List Request Form and a Transfer Application Form to the Certificated Human Resources Office between March 1 and March 31. Employees will thus be placed on the Transfer List, and will be notified by the Human Resources Department or site/program administrators regarding vacancies appropriate to their stated preference. 2) After submitting the forms to be on a Transfer Listposition (Lateral transfer), the employee may arrange for shall be awarded the position unless the employee has received a meeting with the Assistant Superintendent, Human Resources less than satisfactory evaluation on their most recent evaluation and/or there has been an adverse documented personnel issue (or designee), for the purpose of discussing the type of position desired and the possibilities for transfer. 3) After the school year begins, between the first day of school and September 30, employees on the Transfer List will Evaluation and/or documented adverse personnel issue must be sent written notice giving them the opportunity to remain on the Transfer List through December 31 of that school year, or to be removed from the list. Employees will be given a deadline date to respond, approximately two weeks after the date of the notice. After the designated deadline, only those employees designating that they wish to remain on the list will be automatically contacted for appropriate vacancies through December 31 of that school year. c. An employee not on a Transfer List may apply for any posted vacancy and will be considered if the request is received during the posting period, or within previous 12 months prior to the start posting, or will not be a factor for receiving the position). The personnel issue must predate the posting date for the position the unit member has applied for. The issue may not be part of the interview process if between July 1 employee’s personnel file. If an employee has received a less than satisfactory evaluation on their most recent evaluation, a lateral transfer may still be granted upon mutual consent of CSEA and the first day District. If more than one employee applies for the same lateral transfer opportunity, the employee with the most Classified Bargaining Unit seniority, within the classification, shall be awarded the position if their most recent evaluation is satisfactory or upon mutual consent of CSEA and the District. Ties in seniority within classification shall be determined by total District seniority (Initial hire date). A tie in District seniority will be determined by lot. If an employee has received a less than satisfactory evaluation on their most recent evaluation and/or documented adverse personnel issue within the previous 12 months prior to the posting, a lateral transfer may still be granted upon mutual consent of CSEA and the District. If more than one employee applies for the same lateral transfer opportunity, the employee with the most Classified Bargaining Unit seniority, with the classification, shall be awarded the position of their most recent evaluation is satisfactory and/or there has not been an adverse documented personnel issue (Evaluation and/or documented adverse personnel issue must be within the previous 12 months prior to the posting, or will not be a factor for receiving the position). The personnel issue must predate the posting date for the position the unit member applied for. The issue may not be part of the following school year. d. If, after employee’s personnel record. If the school year senior employee has startedreceived a less than satisfactory evaluation and/or there has been an adverse documented personnel issue, the bargaining unit member next in line with seniority who applied for the lateral transfer shall receive the position unless they, too, have received a less than satisfactory evaluation and/or documented adverse personnel issue within the previous 12 months prior to the posting. The personnel issue must predate the posting date for the position the unit member has applied for. The issue may not be part of the employee’s personnel record. If no permanent employee that applies for a lateral transfer in the classification has a current satisfactory evaluation and/or is without a documented adverse personnel issue for the previous 12 months, one of the internal applicants may still be chosen upon mutual consent of CSEA and the District. Ties in seniority with the classification shall be determined by total District determines that seniority (initial hire date). A tie in District seniority will be determined by lot. A lateral transfer is a transfer will have an adverse effect on the program, the effective date of the transfer may be delayed, but in no event will it be later than the beginning of the following school year. A temporary a permanent employee must be assigned from one position to the another open position in the interim. If the employee does not agree with the delay their current Classification, regardless of the effective date, s/he shall be entitled to the appeal provisions amount of hours of the District-initiated position (An employee can transfer provision in this Article. e. If an arbitrator rules that an from fewer hours currently worked to more hours or from more hours to fewer hours, or the same amount of hours). Any permanent employee other than the employee who was selected by the District should have been selected for a particular vacancy, then that employee shall not be placed in the same Classification who expresses interest in an vacancy at issue any sooner than the beginning and is not selected may, upon request, be provided a written explanation of the school year which follows the date of the arbitrator's decision. However, the parties may mutually agree to an earlier date for placing that employeereason they were not selected.

Employee Initiated Transfer. a. An employee-initiated transfer is any transfer initiated at the request If a permanent employee of the employee to be placed on the transfer list; employees teaching in positions requiring CLAD authorization must possess or be Classified Bargaining Unit applies for a vacancy in the process of possessing CLAD authorization. b. Transfer lists will be developed to identify employees who wish to be contacted by Human Resources or site/program administrators same classification in the event of a posted vacancy. Bargaining unit members on the transfer list are encouraged to provide supplemental information for the specific vacancies for which they are applying. 1) Transfer List: A permanent or probationary employee, or currently hold a temporary employee who has completed a minimum of one full year of service, may apply to be placed on the Transfer List by submitting a Transfer List Request Form and a Transfer Application Form to the Certificated Human Resources Office between March 1 and March 31. Employees will thus be placed on the Transfer List, and will be notified by the Human Resources Department or site/program administrators regarding vacancies appropriate to their stated preference. 2) After submitting the forms to be on a Transfer Listposition (Lateral transfer), the employee may arrange for a meeting with shall be awarded the Assistant Superintendent, Human Resources position (or designee), for the purpose of discussing the type of position desired and the possibilities for transfer. 3) After the school year begins, between the first day of school and September 30, employees on the Transfer List will be sent written notice giving them the opportunity are limited to remain on the Transfer List through December 31 of that one lateral transfer per school year, or to ) unless the employee has received a less than satisfactory evaluation on their most recent evaluation and/or there has been an adverse documented personnel issue (Evaluation and/or documented adverse personnel issue must be removed from the list. Employees will be given a deadline date to respond, approximately two weeks after the date of the notice. After the designated deadline, only those employees designating that they wish to remain on the list will be automatically contacted for appropriate vacancies through December 31 of that school year. c. An employee not on a Transfer List may apply for any posted vacancy and will be considered if the request is received during the posting period, or within previous 12 months prior to the start posting, or will not be a factor for receiving the position). The personnel issue must predate the posting date for the position the unit member has applied for. The issue is not required to be documented within may not be part of the interview process if between July 1 employee’s personnel file. If an employee has received a less than satisfactory evaluation on their most recent evaluation, a lateral transfer may still be granted upon mutual consent of CSEA and the first day District. If more than one employee applies for the same lateral transfer opportunity, the employee with the most Classified Bargaining Unit seniority, within the classification, shall be awarded the position if their most recent evaluation is satisfactory or upon mutual consent of CSEA and the District. Ties in seniority within classification shall be determined by total District seniority (Initial hire date). A tie in District seniority will be determined by lot. If an employee has received a less than satisfactory evaluation on their most recent evaluation and/or documented adverse personnel issue within the previous 12 months prior to the posting, a lateral transfer may still be granted upon mutual consent of CSEA and the District. If more than one employee applies for the same lateral transfer opportunity, the employee with the most Classified Bargaining Unit seniority, with the classification, shall be awarded the position of their most recent evaluation is satisfactory and/or there has not been an adverse documented personnel issue (Evaluation and/or documented adverse personnel issue must be within the previous 12 months prior to the posting, or will not be a factor for receiving the position). The personnel issue must predate the posting date for the position the unit member applied for. The issue may not be part of the following school year. d. If, after employee’s personnel record. If the school year senior employee has startedreceived a less than satisfactory evaluation and/or there has been an adverse documented personnel issue, the bargaining unit member next in line with seniority who applied for the lateral transfer shall receive the position unless they, too, have received a less than satisfactory evaluation and/or documented adverse personnel issue within the previous 12 months prior to the posting. The personnel issue must predate the posting date for the position the unit member has applied for. The issue is not required to be documented within may not be part of the employee’s personnel record. If no permanent employee that applies for a lateral transfer in the classification has a current satisfactory evaluation and/or is without a documented adverse personnel issue for the previous 12 months, one of the internal applicants may still be chosen upon mutual consent of CSEA and the District. Ties in seniority with the classification shall be determined by total District determines that seniority (initial hire date). A tie in District seniority will be determined by lot. A lateral transfer is a transfer will have an adverse effect on the program, the effective date of the transfer may be delayed, but in no event will it be later than the beginning of the following school year. A temporary a permanent employee must be assigned from one position to the another open position in the interim. If the employee does not agree with the delay their current Classification, regardless of the effective date, s/he shall be entitled to the appeal provisions amount of hours of the District-initiated position (An employee can transfer provision in this Article. e. If an arbitrator rules that an from fewer hours currently worked to more hours or from more hours to fewer hours, or the same amount of hours). Any permanent employee other than the employee who was selected by the District should have been selected for a particular vacancy, then that employee shall not be placed in the same Classification who expresses interest in an vacancy at issue any sooner than the beginning and is not selected may, upon request, be provided a written explanation of the school year which follows the date of the arbitrator's decision. However, the parties may mutually agree to an earlier date for placing that employeereason they were not selected.