Common use of Governing Guidelines Clause in Contracts

Governing Guidelines. The recommendation for all new hires, lateral transfers, filling of vacancies, and promotions will be governed under the following guidelines: a. First consideration will be given to qualified employees in the same classification who have on file a preferential form requesting a lateral transfer; b. Second consideration will be given to qualified employees who have responded to relevant job postings; and c. Third consideration will be given to all qualified candidates who do not fall within categories 1 or 2. d. Any ESS hired on or after July 1, 2010, shall be classified as "Permanent Various". Such ESS shall not have permanent building/location assignments but will be assigned as needed by the District. Permanent/various ESS shall put in a preferential list by school within a region so he/she can be assigned to any school in the region as determined by the District. Permanent/various ESS may be assigned to different schools within a region with two work days’ notice and shall work the same hours as the previous assignment. The District will not hire an individual who is not a bargaining unit employee where there are current employees who have requested a transfer or bid on an opening so long as the bargaining unit employees are qualified, as determined by the criteria set forth below. In making selections among candidates in any of the above categories, the District will abide by its recruitment and selection regulations. In determining whether or not an individual is qualified, the District will adhere to the principle of meritorious service and specifically will evaluate the individual's skill, ability, work record, disciplinary record, attendance record, evaluations, recommendations, experience, education, training, and other relevant factors, such as assessment results and test scores. Where the District determines that two or more individuals are equally qualified, the District shall recommend for hire the individual with greatest seniority. The parties agree that these procedures shall supersede any applicable Civil Service statute, rule, or regulation. Thanksgiving Wednesday, Easter Monday, and days during Winter or Spring breaks are work days for twelve (12) month / 260 day employees. ln order to take off one or more of these days, an employee must use an approved personal day (vacation or special privilege day). The Board shall make best-faith efforts to identify and communicate to the Union the starting date(s) by May 1 of each year. However, the Parties recognize that reasonable modifications may be required by the District after this date upon the recommendation of the CEO.

Governing Guidelines. The recommendation for all new hires, lateral transfers, filling of vacancies, and promotions will be governed under the following guidelines: a. First consideration will be given to qualified employees in the same classification who have on file a preferential form requesting a lateral transfer; b. Second consideration will be given to qualified employees who have responded to relevant job postings; and c. Third consideration will be given to all qualified candidates who do not fall within categories 1 l or 2. d. Any ESS cleaner hired on or after July 1, 2010, shall be classified as "Permanent “Permanent/Various"”. Such ESS cleaners shall not have permanent building/location assignments but will be assigned as needed by the District. Permanent/various ESS cleaners shall put in a preferential list by school within a region so he/she can be assigned to any school in the region as determined by the District. Permanent/various ESS cleaners may be assigned to different schools within a region with two work days’ days notice and shall work the same hours as the previous assignment. The District will not hire an individual who is not a bargaining unit employee where there are current employees who have requested a transfer or bid on an opening so long as the bargaining unit employees are qualified, as determined by the criteria set forth below. In making selections among candidates in any of the above categories, the District will abide by its recruitment and selection regulations. In determining whether or not an individual is qualified, the District will adhere to the principle of meritorious service and specifically will evaluate the individual's ’s skill, ability, work record, disciplinary record, attendance record, evaluations, recommendations, experience, education, training, and other relevant factors, such as assessment results and test scores. Where the District determines that two or more individuals are equally qualified, the District shall recommend for hire the individual with greatest seniority. The parties agree that these procedures shall supersede any applicable Civil Service statute, rule, or regulation. Thanksgiving WednesdayLAYOFFS - DISPLACEMENT AND BUMPING RIGHTS - RECALLS Section 1. No regular employee shall be laid off until after all normal attrition and 1. Current job entry date; 2. District seniority date; 3. Original hire date; 4. Date application signed (manually or electronically); and 5. Last four digits of the employees’ social security number with the highest number being laid off first. In the event layoffs become necessary, Easter Mondaythe District will notify an individual identified by the Union by certified mail when possible at least thirty (30) days prior to the effective date of the proposed layoffs. When the District notifies the Union, and days during Winter or Spring breaks are work days for twelve (12) month / 260 day employeesthe notification letter shall provide the following: 1. ln order to take off one or more of these days, an employee must use an approved personal day (vacation or special privilege day)Classifications affected by layoffs; 2. The Board Union members targeted for layoff; 3. Seniority lists by classification; and 4. Recall lists by classifications. The District shall make best-faith efforts to identify and communicate schedule a meeting with the Union within ten (10) days of the District’s mailing the certified notice of layoff to the Union the starting date(s) by May 1 of each yearUnion. HoweverAt that time, the Parties recognize that reasonable modifications Union may be required by present any information it believes could assist the District after this date in its layoff decisions. The District will review the information and consider the Union’s information and presentation. The Union’s failure to meet with the District shall not infringe upon the recommendation of District’s Management Rights nor postpone or delay the CEODistrict’s right to move forward with the layoffs. The Union members targeted for layoff shall be given the opportunity to rank their assignment preference based upon bumping rights. The District shall not unreasonably deny such preference.