Employee Reassignment. Employees who are reassigned within their current building assignment will be given notice of such change within a reasonable time-period prior to the effective date of the change. An employee will be granted a conference with his/her supervisor to discuss the reassignment if the affected employee requests it within five (5) days of the notification.
Employee Reassignment. Effective as of the Closing Date, Seller and Buyer shall cooperate to arrange for transfer to the Company or applicable Consolidated Subsidiaries the employment of all employees of Seller or its Affiliates other than the Company or Consolidated Subsidiaries set forth in Section 5.21(a)(ii) of the Disclosure Schedule effective as of the Closing Date.
Employee Reassignment. The Company shall have reassigned the employment of Hotel Employees employed as of the day prior to Closing that desire to continue employment to Transfer Subsidiary effective immediately prior to the Closing.
Employee Reassignment. The parties recognize that assignment is an Administrative right and employees may be assigned or reassigned to any position for which they are qualified. It is understood/agreed that the Administration may initiate reassignments of employees when adequate reasons for such reassignments exist. Reassignment shall not be used as a disciplinary measure without just cause.
1. A voluntary transfer shall mean a transfer which the organization and employee are in mutual agreement.
2. An involuntary transfer shall mean a transfer which the organization and the employee are not in mutual agreement.
3. CASE employees will be provided an annual opportunity (before March 1) to request a change of assignment for the following school year to a CASE Administrator. These requests must be made in writing.
4. Employees who believe their reassignment is an involuntary transfer should follow up with their CEA Representative or CASE Administration. Involuntary transfers shall be documented in writing.
5. Involuntarily transferred employees shall have the opportunity to transfer to vacancies for which they are licensed or qualified. Said employees, upon involuntary transfer, may immediately make a written request for a transfer to an open vacancy by contacting a CASE Administrator.
6. When an involuntary transfer occurs, the employee who is involuntarily transferred shall be permitted to resign within twenty-one (21) calendar days of the notification of the involuntary transfer, and the resignation shall be deemed to be accepted by the Board.
7. An individual shall not be involuntarily transferred more than two (2) years in a row unless discussed between the Executive Director and CEA.
Employee Reassignment. The Employer will implement a policy to address an employee(s) being reassigned to a position through reorganization, which has a lower salary scale. The salary of the affected employee will be frozen for a period of twenty four (24) months or a lesser period if the rate of pay for the new position reaches the employee’s original pay point, if not, then following the twenty four (24) months the employee’s pay will be adjusted down to the nearest pay scale step in the position to which he/she was reassigned.
Employee Reassignment. By mutual agreement of the Employer and the Union, an employee may be removed from their route for valid reasons and given another route with the same number of hours. Such plan may involve the swapping of routes.
11.11.1 An employee who is reassigned to another route/position shall receive the hourly rate for the new position.
Employee Reassignment
