Employee Placement. When employees are adversely affected by a decision to contract out, the Department will make maximum effort to find available positions for employees. This effort will include:
Employee Placement. No employee covered by the terms of this Agreement shall have the right to refuse to be placed or paired or work together with any other full-time, regular part-time or on-call crew member.
Employee Placement. If in the application of the agreed-to Job Evaluation System it is determined that a particular position is to be reclassified downward, the incumbent employee will be red-circled at his/her current rate of pay and be subject to the conditions outlined in Paragraphs A or B below. However, if in the Department and office (Section in V.P. & Comptroller) where the inappropriately classified position has been identified, there are other equivalent positions, the red-circled employee may exchange duties with the least senior employee holding that classification. The junior employee would then assume the red-circled status and be subject to the conditions of Paragraphs A and B below. After implementation of an agreed-to Job Evaluation System, employees who, as a result of job reevaluation, are assigned a lower classification, will be red-circled at their current rate of pay under the following conditions:
Employee Placement. Each employee shall be placed on the Employee’s Salary Schedule in accordance with the criteria established by State law, WAC and SPI regulations regarding the Salary Allocation Model (XXX), and S-275 reporting rules effective in the 2017-18 school year, which include but are not limited to the following criteria:
Employee Placement. (See coded letter B-13)
Employee Placement. Disabled……………………………………………………………………………………………………………………………………................................................... 26-27 New Technologies………………………………………………………………………………………………………………………..................................................... 26-27 Revision of Operations………………………………………………………………………………………………………………......................................................... 26-27 Return from Military Leave…………………………………………………………………………………………………………........................................................... 26-27 Temperamentally Unsuited…………………………………………………………………………………………………………........................................................... 26-27 ENHANCED SEVERANCE/RETIREMENT BRIDGE PROGRAM…………………………………………………………………………....................................................................... 33-35 EQUIPMENT OPERATOR PROGRESSION GUIDELINES…………………………………………………………………………………...................................................................... 102 EXPENSES Meals…………………………………………………………………………………………………………………………………………................................................ 27-30 Board/Lodging…………………………………………………………………………………………………………………………........................................................ 27-30 Subsistence………………………………………………………………………………………………………………………………..................................................... 27-30 Moving………………………………………………………………………………………………………………………………………................................................ 27-30 FAMILY SICK LEAVE PROGRAM………………………………………………………………………………………………………………................................................................. 22-23 XXXXXXX SELECTION………………………………………………………………………………………………………………………………........................................................... 24-25 GENERATION WORK SCHEDULES…………………………………………………………………………………………………………….................................................................. 102-105 GRIEVANCE PROCEDURE…………………………………………………………………………………………………………………………............................................................... 36-37 GROUP LIFE INSURANCE………………………………………………………………………………………………………………………................................................................... 42-43 HIRING HALL……………………………………………………………………………………………………………………………………………......................................................... 109-110 HOLIDAYS…………………………………………………………………………………………………………………………………………………...................................................... 16-17 INCLEMENT WEATHER………………………………………………………………………………………………………………………………......................................................... 13 INTERIM NEGOTIATIONS……………………………………………...
Employee Placement. When transitioning to a position that is one Grade higher, the employee will be placed at Step 1 of the new Grade or on the first step that provides a minimum of an eight percent (8%) hourly rate increase. When transitioning to a position more than one Grade higher, the employee will be placed at Step 1 of the new Grade or on the first step that provides a minimum of an eight percent (8%) hourly rate increase and advanced one additional step for each Grade above one Grade. For example, if a Grade 4 Data Entry Clerk at Step 5 transitioned to a Grade 8 Counseling Technician position, the employee would be placed at Grade 8 Step 4. If transfer to a higher sub- grade (i.e. 5A to 5B) occurs, the employee will be placed on the same step from which the employee moves. When transitioning to a position in a lower Grade, the employee will be placed at the same step of the lower Grade.
Employee Placement. During the negotiations the Company and the Union discussed their mutual obligations and commitments under the Federal and Provincial Human Rights Codes. During these negotiations our mutual posture on commitments not to discriminate because of race, colour, sex, age, handicap, political or religious affiliations, national origin and ancestry were discussed and affirmed. With regards to disabled employees the parties are committed to support the return of disabled employees into the workplace, and to ensure they are treated with respect and dignity at all times. The parties also commit to adhere to the “duty of accommodation” requirements of the Human Rights Code when placing disabled employees. The Company and Union have agreed to implement the following procedure for the placement of disabled Local employees. The employee’s family physician (or attending specialist when applicable) will submit appropriate written documentation clearly outlining the nature of the permanent work restrictions to be applied to the employee. Should the Company have reason to question these new or revised restrictions, or should the restrictions not be clear, it will contact the employee’s physician or specialist to discuss the matter. The Company will only challenge the restrictions through the use of a physician or specialist. A Company representative and a representative appointed by the Union will jointly attempt to place the subject employees per the seniority provisions outlined in Letter In reference to items and above, medical disputes between a physician or specialist representing the Company and the employee’s family physician or attending specialist will be resolved by the use of a mutually agreed upon third party specialist independent medical examination whose decision will be final and binding on both parties. When appropriate, the parties will forward an agreed-upon statement of facts to the independent specialist prior to the examination. Reasonable expenses incurred by the employee as well as the cost of the medical examination will be shared equally by the Company and the Union when the dispute is related to Item above. In addition to the above, should the Company add a physician on staff, or retain the services of an outside physician in the future, the parties may continue the use of this procedure by mutual consent. Both the Company and the Union recognize that it is not always medically possible for an employee to immediately resume full duties when retur...
Employee Placement. When employees are adversely affected by a decision to contract out, the employer will make maximum effort t find available positions for employees. This effort will include: Giving priority consideration for available positions on CAFB, Establishing an employment priority list and a placement program, and Paying reasonable costs for training and relocation that contribute to placement.
Employee Placement. Placement of new employees to a unit position on the salary schedule will be determined according to the following guidelines: (This section will take effect beginning with the 2002-03 hires. It will not be applied retroactively.)
