Common use of Flexible Placement Program Clause in Contracts

Flexible Placement Program. 39.6.1 In order to minimize the negative impact of layoff, the City Manager will, as previously stated in Section 39.1.2 (Freezing of Vacancies), impose a citywide freeze on all appropriate vacancies as soon as it has been determined that a layoff of career City employees may be necessary. 39.6.2 Following the release of all emergency, temporary, and provisional employees in classes similar to those targeted for layoff, and as soon as employees targeted for layoff have been identified and the provisions under Sections 39.4 (Employee Retreat Rights) have been carried out, the Human Resources Department will review and identify the frozen vacant classifications into which employees ultimately targeted for layoff may be placed on the basis of total experience and education. In making this decision, a waiver of minimum qualification standards, and/or the substitution of related experience and education may be made, with an understanding on the part of management and supervisory personnel that adequate on-the-job training, which can be completed within no more than six (6) months, will be provided to facilitate job adjustment and to compensate for the waiver of qualification standards if that has occurred. This shall be called the qualification period. The employee shall be advised of their progress after two months and four and six months in the new classification. If at the end of the qualification period the department head notifies the Human Resources Department that the employee is unable to adequately perform the assignment or fails a test for the position administered by Human Resources then the employee shall be subject to the layoff process. 39.6.3 Assignments under the Flexible Placement Program shall be limited to positions in the same or lesser salary range as the classification from which the employee is to be laid off, except that the City Manager may authorize the offer of a flexible placement to position with a maximum salary of no more than five (5) percent above the salary range as the classification from which layoff is targeted, when it is in the best interest of the City service to do so. Whenever flexible placement is made to a classification with a greater salary range, the appointment shall be probationary, in accordance with the terms of that classification. 39.6.4 Offers to positions under the Flexible Placement Program shall be made according to seniority service date and in accordance with the probationary and permanent seniority list certification process outlined in Section 39.3 (Establishment of Seniority Lists). All offers and placements made under this provision of the layoff policy shall be documented in detail, with records available for audit and review at all times. 39.6.5 If an employee fails to accept a bona fide written offer of an alternative job within ten (10) calendar days after the offer has been made, he or she forfeits further rights to employment retention. Acceptance of an alternative job under the Flexible Placement Program in no way jeopardizes an employee's standing on the reemployment priority lists on which his or her name has been placed in accordance with Section 39.7 (Reemployment Lists).

Flexible Placement Program. 39.6.1 60.6.1 In order to minimize the negative impact of a layoff, the City Manager will, as previously stated in sub-section 60.1 of this Section 39.1.2 (Freezing of Vacancies), impose a citywide City-wide freeze on all appropriate vacancies as soon as it has been determined that a layoff of career City employees may be necessary. 39.6.2 60.6.2 Following the release of all emergency, temporary, and provisional employees in classes similar to those targeted for layoff, and as soon as employees targeted for layoff have been identified and the provisions under Sections 39.4 (Employee Retreat Rights) sub-section 60.1 of this Section have been carried out, the Human Resources Department will review and identify the frozen vacant classifications into which employees ultimately targeted for layoff may be placed on the basis of total experience and education. In making this decision, a waiver of minimum qualification standards, and/or the substitution of related experience and education may be made, with an understanding on the part of management and supervisory personnel that adequate on-the-job training, training which can be completed within no more than six (6) months, months will be provided to facilitate job adjustment and to compensate for the waiver of qualification standards if that has occurred. This shall be called the qualification period. The employee shall be advised of their progress after two months and four and six months in the new classification. If at the end of the qualification period the department head notifies the Human Resources Department that the employee is unable to adequately perform the assignment or fails a test for the position administered by Human Resources then the employee shall be subject to the layoff processadjustment. 39.6.3 60.6.3 Assignments under the Flexible Placement Program shall be limited to positions in the same or lesser salary range as the classification from which the employee is to be laid off. 60.6.4 To be considered for flexible placement, except that an employee must submit an updated City of Berkeley job application form to the Human Resources Department; a resume and / or other related materials may also be submitted together with this application form. For this information to be considered in determining the individual's eligibility and qualifications under the Flexible Placement Program, all such materials must be submitted no later than ten (10) days after his or her receipt of layoff notice. In any exceptional circumstances, the Director of Human Resources may waive this time requirement. The submitted materials must clearly, accurately and thoroughly reflect all education and experience which the employee wishes to have considered in determining his or her eligibility and qualifications for flexible placement. The City shall accept this information as representing the employee's total education and experience in relation to flexible placement considerations; therefore, in making flexible placement decisions, the City Manager shall not be obligated to consider any experience or education which is not clearly indicated in this application form. The City may authorize require verification(s) of the offer of a flexible placement to position with a maximum salary of no more than five (5) percent above the salary range as the classification from which layoff is targetedinformation submitted and / or, when it experience to be considered is in unrelated to that which the best interest of employee has performed for the City service to do so. Whenever flexible placement is made to a classification with a greater salary rangeCity, the appointment shall be probationary, in accordance with the terms of that classificationmay check references. 39.6.4 60.6.5 Offers to positions under the Flexible Placement Program shall be made according to seniority service date Seniority Service Date and in accordance with the probationary Probationary and permanent seniority list Permanent Seniority List certification process outlined in Sub-section 60.3 of this Section 39.3 and in accordance with the following procedures: 60.6.5.1 Full-time vacancies authorized to be filled shall be listed in order from highest to lowest based on the actual maximum salary. 60.6.5.2 Part-time vacancies authorized to be filled shall be included in the above list in order based on the actual monthly maximum salary for the hours involved. 60.6.5.3 The individual with the earliest Seniority Service Date (Establishment SSD) targeted for layoff will be considered for flexible placement in the top position on the above list. 60.6.5.4 If it is determined that the person with the earliest SSD is eligible and qualified for flexible placement in the top position on the list, the Human Resources Department shall recommend to the City Manager that the employee be offered the position. If the City Manager approves the recommendations, the employee shall be offered the position. 60.6.5.5 If the City Manager and / or Human Resources Director determines that the employee is not eligible or not qualified for the top position, the Human Resources Director shall proceed down the list of Seniority Lists)vacancies in an effort to identify the next highest position for which the employee is eligible and qualified for flexible placement. Upon identification of such a match, the Human Resources Director shall recommend to the City Manager that the employee be offered the position. 60.6.5.6 The above process shall be repeated until either a match is identified or the list of vacancies has been exhausted. 60.6.5.7 The above process shall be repeated next for the employee with the second highest SSD, and, subsequently in order from earliest to most recent SSD for each other employee targeted for layoff. 60.6.6 All offers and placements made under this provision of the layoff policy shall be documented in detail, with records available for audit and review at all times. Upon request, a written statement of the reasons for not offering an employee a particular position shall be made to the employee and / or the Union. 39.6.5 60.6.7 If an employee fails to accept a bona fide written offer of an alternative job within ten fifteen (1015) calendar days after the offer has been made, he or she forfeits further rights to employment retention. Acceptance of an alternative job under the Flexible Placement Program in no way jeopardizes an employee's standing on the reemployment priority lists Reemployment Priority Lists on which his or her name has been placed placed. A training program shall be developed with the employee, the supervisor, and the Training Officer. The employee shall be advised of his or her progress after two months, four months and six months in accordance with Section 39.7 (Reemployment Lists)the new classification. If at the end of this time the employee is unable to adequately perform the assignment, then the employee shall be again subject to the layoff process.

Flexible Placement Program. 39.6.1 60.6.1 In order to minimize the negative impact of a layoff, the City Manager will, as previously stated in Section 39.1.2 60.1 (Freezing Announcement of VacanciesLayoff), impose a citywide City-wide freeze on all appropriate vacancies as soon as it has been determined that a layoff of career City employees may be necessary. 39.6.2 60.6.2 Following the release of all emergency, temporary, and provisional employees in classes similar to those targeted for layoff, layoff and as soon as employees targeted for layoff have been identified and the provisions under Sections 39.4 Section 60.4 (Employee Retreat Rights) have been carried out, the Human Resources Department will review and identify the frozen vacant classifications into which employees ultimately targeted for layoff may be placed on the basis of total experience and education. In making this decision, a waiver of minimum qualification standards, standard and/or the substitution of related experience and education may be made, with an understanding on the part of management and supervisory personnel that adequate on-the-job training, which can be completed within no more than six (6) months, will be provided to facilitate job adjustment and to compensate for the waiver of qualification standards standards, if that has occurred. This shall be called the qualification period. The employee shall be advised of their progress after two months and four and six months in the new classification. If at the end of the qualification period the department head notifies the Human Resources Department that the employee is unable to adequately perform the assignment or fails a test for the position administered by Human Resources then the employee shall be subject to the layoff process. 39.6.3 60.6.3 Assignments under the Flexible Placement Program flexible placement program shall be limited to positions in the same or lesser salary range as the classification from for which the employee is to be laid off, except that the City Manager may authorize the offer of a flexible placement to position with a maximum salary of no more than five (5) percent above the salary range as the classification from which layoff is targeted, when it is in the best interest of the City service to do so. Whenever flexible placement is made to a classification with a greater salary range, the appointment shall be probationary, in accordance with the terms of that classification. 39.6.4 60.6.4 Offers to of positions under the Flexible Placement Program flexible placement program shall be made according to seniority service date and in accordance with the probationary and permanent seniority list certification process outlined in Section 39.3 60.3 (Establishment of Seniority Lists). All offers and placements made under this provision of the layoff policy shall be documented in detail, with records available for audit and review at all times, including written acceptance of the offer. 39.6.5 60.6.5 If an employee fails to accept a bona fide written offer of an alternative job within ten five (105) calendar days after the offer has been made, made he or she forfeits further rights to employment retention. Acceptance of an alternative job under the Flexible Placement Program flexible placement program in no way jeopardizes an employee's standing on the reemployment priority lists on which his or her name has been placed in accordance with Section 39.7 60.7 (Reemployment Lists).

Flexible Placement Program. ‌ 39.6.1 In order to minimize the negative impact of layoff, the City Manager will, as previously stated in Section 39.1.2 (Freezing of Vacancies), impose a citywide freeze on all appropriate vacancies as soon as it has been determined that a layoff of career City employees may be necessary. 39.6.2 Following the release of all emergency, temporary, and provisional employees in classes similar to those targeted for layoff, and as soon as employees targeted for layoff have been identified and the provisions under Sections 39.4 (Employee Retreat Rights) have been carried out, the Human Resources Department will review and identify the frozen vacant classifications into which employees ultimately targeted for layoff may be placed on the basis of total experience and education. In making this decision, a waiver of minimum qualification standards, and/or the substitution of related experience and education may be made, with an understanding on the part of management and supervisory personnel that adequate on-the-job training, which can be completed within no more than six (6) months, will be provided to facilitate job adjustment and to compensate for the waiver of qualification standards if that has occurred. This shall be called the qualification period. The employee shall be advised of their progress after two months and four and six months in the new classification. If at the end of the qualification period the department head notifies the Human Resources Department that the employee is unable to adequately perform the assignment or fails a test for the position administered by Human Resources then the employee shall be subject to the layoff process. 39.6.3 Assignments under the Flexible Placement Program shall be limited to positions in the same or lesser salary range as the classification from which the employee is to be laid off, except that the City Manager may authorize the offer of a flexible placement to position with a maximum salary of no more than five (5) percent above the salary range as the classification from which layoff is targeted, when it is in the best interest of the City service to do so. Whenever flexible placement is made to a classification with a greater salary range, the appointment shall be probationary, in accordance with the terms of that classification. 39.6.4 Offers to positions under the Flexible Placement Program shall be made according to seniority service date and in accordance with the probationary and permanent seniority list certification process outlined in Section 39.3 (Establishment of Seniority Lists). All offers and placements made under this provision of the layoff policy shall be documented in detail, with records available for audit and review at all times. 39.6.5 If an employee fails to accept a bona fide written offer of an alternative job within ten (10) calendar days after the offer has been made, he or she forfeits further rights to employment retention. Acceptance of an alternative job under the Flexible Placement Program in no way jeopardizes an employee's standing on the reemployment priority lists on which his or her name has been placed in accordance with Section 39.7 (Reemployment Lists).

Flexible Placement Program. 39.6.1 ‌ 60.6.1 In order to minimize the negative impact of a layoff, the City Manager will, as previously stated in sub-section 60.1 of this Section 39.1.2 (Freezing of Vacancies), impose a citywide City-wide freeze on all appropriate vacancies as soon as it has been determined that a layoff of career City employees may be necessary. 39.6.2 60.6.2 Following the release of all emergency, temporary, and provisional employees in classes similar to those targeted for layoff, and as soon as employees targeted for layoff have been identified and the provisions under Sections 39.4 (Employee Retreat Rights) sub-section 60.1 of this Section have been carried out, the Human Resources Department will review and identify the frozen vacant classifications into which employees ultimately targeted for layoff may be placed on the basis of total experience and education. In making this decision, a waiver of minimum qualification standards, and/or the substitution of related experience and education may be made, with an understanding on the part of management and supervisory personnel that adequate on-the-job training, training which can be completed within no more than six (6) months, months will be provided to facilitate job adjustment and to compensate for the waiver of qualification standards if that has occurred. This shall be called the qualification period. The employee shall be advised of their progress after two months and four and six months in the new classification. If at the end of the qualification period the department head notifies the Human Resources Department that the employee is unable to adequately perform the assignment or fails a test for the position administered by Human Resources then the employee shall be subject to the layoff processadjustment. 39.6.3 60.6.3 Assignments under the Flexible Placement Program shall be limited to positions in the same or lesser salary range as the classification from which the employee is to be laid off. 60.6.4 To be considered for flexible placement, except that an employee must submit an updated City of Berkeley job application form to the Human Resources Department; a resume and / or other related materials may also be submitted together with this application form. For this information to be considered in determining the individual's eligibility and qualifications under the Flexible Placement Program, all such materials must be submitted no later than ten (10) days after his or her receipt of layoff notice. In any exceptional circumstances, the Director of Human Resources may waive this time requirement. The submitted materials must clearly, accurately and thoroughly reflect all education and experience which the employee wishes to have considered in determining his or her eligibility and qualifications for flexible placement. The City shall accept this information as representing the employee's total education and experience in relation to flexible placement considerations; therefore, in making flexible placement decisions, the City Manager shall not be obligated to consider any experience or education which is not clearly indicated in this application form. The City may authorize require verification(s) of the offer of a flexible placement to position with a maximum salary of no more than five (5) percent above the salary range as the classification from which layoff is targetedinformation submitted and / or, when it experience to be considered is in unrelated to that which the best interest of employee has performed for the City service to do so. Whenever flexible placement is made to a classification with a greater salary rangeCity, the appointment shall be probationary, in accordance with the terms of that classificationmay check references. 39.6.4 60.6.5 Offers to positions under the Flexible Placement Program shall be made according to seniority service date Seniority Service Date and in accordance with the probationary Probationary and permanent seniority list Permanent Seniority List certification process outlined in Sub-section 60.3 of this Section 39.3 and in accordance with the following procedures: 60.6.5.1 Full-time vacancies authorized to be filled shall be listed in order from highest to lowest based on the actual maximum salary. 60.6.5.2 Part-time vacancies authorized to be filled shall be included in the above list in order based on the actual monthly maximum salary for the hours involved. 60.6.5.3 The individual with the earliest Seniority Service Date (Establishment SSD) targeted for layoff will be considered for flexible placement in the top position on the above list. 60.6.5.4 If it is determined that the person with the earliest SSD is eligible and qualified for flexible placement in the top position on the list, the Human Resources Department shall recommend to the City Manager that the employee be offered the position. If the City Manager approves the recommendations, the employee shall be offered the position. 60.6.5.5 If the City Manager and / or Human Resources Director determines that the employee is not eligible or not qualified for the top position, the Human Resources Director shall proceed down the list of Seniority Lists)vacancies in an effort to identify the next highest position for which the employee is eligible and qualified for flexible placement. Upon identification of such a match, the Human Resources Director shall recommend to the City Manager that the employee be offered the position. 60.6.5.6 The above process shall be repeated until either a match is identified or the list of vacancies has been exhausted. 60.6.5.7 The above process shall be repeated next for the employee with the second highest SSD, and, subsequently in order from earliest to most recent SSD for each other employee targeted for layoff. 60.6.6 All offers and placements made under this provision of the layoff policy shall be documented in detail, with records available for audit and review at all times. Upon request, a written statement of the reasons for not offering an employee a particular position shall be made to the employee and / or the Union. 39.6.5 60.6.7 If an employee fails to accept a bona fide written offer of an alternative job within ten fifteen (1015) calendar days after the offer has been made, he or she forfeits further rights to employment retention. Acceptance of an alternative job under the Flexible Placement Program in no way jeopardizes an employee's standing on the reemployment priority lists Reemployment Priority Lists on which his or her name has been placed placed. A training program shall be developed with the employee, the supervisor, and the Training Officer. The employee shall be advised of his or her progress after two months, four months and six months in accordance with Section 39.7 (Reemployment Lists)the new classification. If at the end of this time the employee is unable to adequately perform the assignment, then the employee shall be again subject to the layoff process.

Flexible Placement Program. 39.6.1 In order to minimize the negative impact of layoff, the City Manager will, as previously stated in Section 39.1.2 (Freezing of Vacancies)39.1.2, impose a citywide city-wide freeze on all appropriate vacancies as soon as it has been determined that a layoff of career City employees may be necessary. 39.6.2 Following the release of all emergency, temporary, and provisional employees in classes similar to those targeted for layoff, and as soon as employees targeted for layoff have been identified and the provisions under Sections 39.4 (Employee Retreat Rights) have been carried out, the Human Resources Department will review and identify the frozen vacant classifications into which employees ultimately targeted for layoff may be placed on the basis of total experience and education. In making this decision, a waiver of minimum qualification standards, and/or the substitution of related experience and education may be made, with an understanding on the part of management and supervisory personnel that adequate on-the-job training, which can be completed within no more than six (6) months, will be provided to facilitate job adjustment and to compensate for the waiver of qualification standards if that has occurred. This shall be called the qualification period. The employee shall be advised of their progress after two months and four and six months in the new classification. If at the end of the qualification period the department head notifies the Human Resources Department that the employee is unable to adequately perform the assignment or fails a test for the position administered by Human Resources then the employee shall be subject to the layoff process. 39.6.3 Assignments under the Flexible Placement Program shall be limited to positions in the same or lesser salary range as the classification from which the employee is to be laid off, except that the City Manager may authorize the offer of a flexible placement to position with a maximum salary of no more than five (5) percent above the salary range as the classification from which layoff is targeted, when it is in the best interest of the City service to do so. Whenever flexible placement is made to a classification with a greater salary range, the appointment shall be probationary, in accordance with the terms of that classification. 39.6.4 Offers to positions under the Flexible Placement Program shall be made according to seniority service date and in accordance with the probationary and permanent seniority list certification process outlined in Section 39.3 (Establishment of Seniority Lists). All offers and placements made under this provision of the layoff policy shall be documented in detail, with records available for audit and review at all times39. 39.6.5 If an employee fails to accept a bona fide written offer of an alternative job within ten (10) calendar days after the offer has been made, he or she forfeits further rights to employment retention. Acceptance of an alternative job under the Flexible Placement Program in no way jeopardizes an employee's standing on the reemployment priority lists on which his or her name has been placed in accordance with Section 39.7 (Reemployment Lists).

Flexible Placement Program. 39.6.1 56.6.1 In order to minimize the negative impact of a layoff, the City Manager Executive will, as previously stated in sub-section 56.1 of this Section 39.1.2 (Freezing of Vacancies), impose a citywide Authority-wide freeze on all appropriate vacancies as soon as it has been determined that a layoff of career City Authority employees may be necessary. 39.6.2 56.6.2 Following the release of all emergency, temporary, and provisional employees in classes similar to those targeted for layoff, and as soon as employees targeted for layoff have been identified and the provisions under Sections 39.4 (Employee Retreat Rights) sub-section 56.1 of this Section have been carried out, the Human Resources Department Executive Director will review and identify the frozen vacant classifications into which employees ultimately targeted for layoff may be placed on the basis of total experience and education. In making this decision, a waiver of minimum qualification standards, and/or the substitution of related experience and education may be made, with an understanding on the part of management and supervisory personnel that adequate on-the-job training, training which can be completed within no more than six (6) months, months will be provided to facilitate job adjustment and to compensate for the waiver of qualification standards if that has occurred. This shall be called the qualification period. The employee shall be advised of their progress after two months and four and six months in the new classification. If at the end of the qualification period the department head notifies the Human Resources Department that the employee is unable to adequately perform the assignment or fails a test for the position administered by Human Resources then the employee shall be subject to the layoff processadjustment. 39.6.3 56.6.3 Assignments under the Flexible Placement Program shall be limited to positions in the same or lesser salary range as the classification from which the employee is to be laid off, except that the City Manager may authorize the offer of a flexible placement to position with a maximum salary of no more than five (5) percent above the salary range as the classification from which layoff is targeted, when it is in the best interest of the City service to do so. Whenever flexible placement is made to a classification with a greater salary range, the appointment shall be probationary, in accordance with the terms of that classification. 39.6.4 Offers 56.6.4 To be considered for flexible placement, an employee must submit an updated job application form, a resume and / or other related materials may also be submitted together with this application form. For this information to positions be considered in determining the individual's eligibility and qualifications under the Flexible Placement Program shall Program, all such materials must be made according to seniority service date and in accordance with the probationary and permanent seniority list certification process outlined in Section 39.3 (Establishment of Seniority Lists). All offers and placements made under this provision of the layoff policy shall be documented in detail, with records available for audit and review at all times. 39.6.5 If an employee fails to accept a bona fide written offer of an alternative job within submitted no later than ten (10) calendar days after the offer has been made, he or she forfeits further rights to employment retention. Acceptance of an alternative job under the Flexible Placement Program in no way jeopardizes an employee's standing on the reemployment priority lists on which his or her name receipt of layoff notice. In any exceptional circumstances, the Executive Director may waive this time requirement. The submitted materials must clearly, accurately and thoroughly reflect all education and experience which the employee wishes to have considered in determining his or her eligibility and qualifications for flexible placement. The Authority shall accept this information as representing the employee's total education and experience in relation to flexible placement considerations; therefore, in making flexible placement decisions, the Authority shall not be obligated to consider any experience or education which is not clearly indicated in this application form. The Authority may require verification(s) of the information submitted and / or, when experience to be considered is unrelated to that which the employee has been placed in accordance with Section 39.7 (Reemployment Lists)performed for the Authority, may check references.