EMPLOYER-INITIATED REASSIGNMENTS/DETAILS Sample Clauses

EMPLOYER-INITIATED REASSIGNMENTS/DETAILS. The parties acknowledge that the Employer has the right to detail and to reassign employees as necessary. This agreement in no way waives that right. In those instances where the Employer has determined that a reassignment, or detail expected to last more than thirty (30) consecutive days is appropriate, the Employer shall determine the qualifications and skills necessary to perform the assignment, shall solicit volunteers from among those qualified, and shall consider those volunteers prior to making its selections. In determining whether volunteers shall be considered for the assignment, the Employer shall determine the qualifications necessary to successfully function in the position and to meet the needs of the Employer. The Employer shall also determine whether volunteers for the assignments meet those qualifications. The Employer shall not be required to select from the list of volunteers. The detail of an employee to a position at the same grade level shall normally not exceed one hundred twenty (120) days, although it may be extended for additional time. Employees detailed to a position at the same grade level for more than one hundred twenty (120) days shall be provided with a copy of the position description and a performance plan for the position. For details of one hundred twenty (120) days or less, performance requirements should be incorporated and reflected in the existing performance plan. Formal details shall be documented with SF-52, “Request For Personnel Action.” Details shall not be used to circumvent competitive procedures or be used to give an unfair competitive advantage to the employee detailed to a higher graded position. Employees detailed to a higher graded position for more than thirty (30) days shall be provided with a copy of the position description and a performance plan for the position within thirty (30) days of the beginning of the detail. An employee may not be non- competitively detailed to a higher graded position for more than one hundred twenty (120) days. A detail to a higher graded position for more than sixty (60) days requires a temporary promotion. Rotating an employee in and out of a detailed position may not circumvent this provision.
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EMPLOYER-INITIATED REASSIGNMENTS/DETAILS. The parties acknowledge that the Employer has the right to detail, or reassign employees as necessary. This agreement in no way waives that right. In those instances where the Employer has determined that a reassignment, or detail expected to last more than thirty
Sample 1

Related to EMPLOYER-INITIATED REASSIGNMENTS/DETAILS

  • Voluntary Reassignment If a vacancy occurs in the same or other department or division outside the unit member’s normal assignment, the unit member may submit a written request to the College President to be reassigned. Such requests, if received at least one (1) week prior to the closing date for application for an advertised position, shall be considered before those of other applicants.

  • Permanent Reassignment Nothing in this procedure will preclude Management from permanently reassigning an employee to another position provided the employee is notified, in writing, of the reason(s) for the reassignment. A permanent reassignment is an extraordinary action. In order for an involuntary permanent reassignment to be made, either operational need must exist for the reassignment, or there must exist reasons for the reassignment, which effectively preclude the employee from performing their bid position. An employee on Leave Without Pay for ten (10) or more consecutive work days (except those placed on Leave Without Pay as a result of an illness or injury compensable under the worker’s compensation system or on Family Medical Leave) and/or receiving shared leave for ten (10) or more consecutive work days, or a combination thereof may be reassigned and will have their bid requests suspended until they return to work.

  • Others Using Your Account If you allow anyone else to use your account, you will be liable for all credit extended to such persons. You promise to pay for all purchases and advances made by anyone you authorize to use your account, whether or not you notify us that he or she will be using it. If someone else is authorized to use your account and you want to end that person's privilege, you must notify us in writing, and if he or she has a Card, you must return that Card with your written notice for it to be effective.

  • Involuntary Reassignment In the absence of volunteers to fill a vacancy internally, the college may administratively reassign from any overstaffed area that qualified faculty member with the lowest seniority.

  • Reassignment The Superintendent cannot be reassigned from the position of Superintendent to another position without the Superintendent’s express written consent.

  • Gender Reassignment Services This plan covers services related to gender reassignment. Preauthorization may be required for gender reassignment surgical services.

  • Termination of Check-Off An employee shall cease to be subject to check-off deductions beginning with the month immediately following the month in which he is no longer a member of the bargaining unit.

  • Handling Sensitive Personal Information and Breach Notification A. As part of its contract with HHSC Contractor may receive or create sensitive personal information, as section 521.002 of the Business and Commerce Code defines that phrase. Contractor must use appropriate safeguards to protect this sensitive personal information. These safeguards must include maintaining the sensitive personal information in a form that is unusable, unreadable, or indecipherable to unauthorized persons. Contractor may consult the “Guidance to Render Unsecured Protected Health Information Unusable, Unreadable, or Indecipherable to Unauthorized Individuals” issued by the U.S. Department of Health and Human Services to determine ways to meet this standard.

  • Certification Regarding Debarment, Suspension, Ineligibility and Voluntary Exclusion First Tier Participants:

  • Voluntary Reduced Work Week Employees subject to the approval by the Appointing Officer may voluntarily elect to work a reduced work week for a specified period of time. Such reduced work week shall not be less than twenty (20) hours per week. Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week.

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