Hardship Transfers. For purposes of this section, a “hardship” shall apply to an employee who has completed one year of continuous service with the District. “
Hardship Transfers. Employees who have a hardship that involves the immediate family may request a hardship transfer. Before such transfers are granted, the Employer must determine an actual hardship exists. Because the hardship transfer takes priority over the regular list, the Employer shall advise those on the regular transfer list of the reason for the hardship transfer.
Hardship Transfers. An eligible employee may submit a Request for Transfer Form and supporting documentation for a hardship transfer to the Talent Acquisition & Operations (Non-Instructional) Department. Any employee who has received an “Unsatisfactory” on their overall annual performance evaluation shall be ineligible for a transfer. For this section, a “hardship” shall be a situation when an education support professional has completed a year of service with the District and:
Hardship Transfers. For purposes of this Article, a “hardship” transfer is defined as a military deployment a medical or safety-threatening situation causing specific loss or suffering to an employee or the employee’s spouse, state registered domestic partner as defined by RCW 26.60.020 and 26.60.030, children, parents, or spouse’s parents. This provision includes stepchildren and stepparents. Employees who have a hardship may request a hardship transfer to a vacant or new position. To maintain confidentiality of private and/or medical information, requests for hardship will be submitted to the WAFHP legal counsel. Those supported by the WAFHP legal counsel will be forwarded with a written record of support, including the original employee request and all supporting documentation, to the Appointing Authority for consideration. WAFHP Another condition that would prioritize a bid candidate as a hardship is a hatchery employee who accepted a relocation layoff option and is requesting to return to the location worked immediately preceding that layoff. This type of bid for hardship transfer will only be available for three
Hardship Transfers. Hardship transfers to another county may be granted, if certified by the Union, if a legitimate hardship exists and if the transfer would not impair the operational effectiveness of the Department. For purposes of this Section, hardship means the health condition of the employee or a member of employee’s immediate family, as defined in Article 22-B.1, requiring the employee’s presence in another county for an extended period of time. There must be an existing vacancy which the Department intends to fill to which the employee is being transferred. Relocation expenses are not paid for hardship transfers. All hardship transfer requests shall be in writing and set forth the circumstances of the request. The Union agrees that approval or disapproval of hardship requests shall not be grievable beyond Step 2 of the grievance procedure.
Hardship Transfers. For purposes of this Article, a “hardship” is defined as a military deployment, a medical or safety-threatening situation causing specific loss or suffering to an employee or the employee’s family member as defined in Article 13.2(K)(1). Employees who have a hardship may request a hardship transfer to a vacant or new position. To maintain confidentiality of private and/or medical information, requests for hardship will be submitted to the FWOG Legal Counsel or Teamsters Business Representative. Those supported by the FWOG Legal Counsel or Teamsters Business Representative will be forwarded with a written record of support, including the original employee request and all supporting documentation, to the Appointing Authority/Chief for consideration. The Appointing Authority/Chief’s decision on the request for a hardship transfer will be final and is not subject to the grievance procedure.
Hardship Transfers. For purposes of this Article, a hardship transfer is defined as a medical or safety-threatening situation causing specific loss or suffering to an employee or the employee’s spouse, children, parents, or spouse’s parents. This provision includes stepchildren and stepparents. Employees who have a hardship may request a hardship transfer to a vacant or new position. Requests for hardship will be submitted to the Union. Those supported by the Union will be forwarded with a written record of support, including the original employee request and all supporting documentation, to the Appointing Authority/Chief for consideration. The Appointing Authority/Chief’s decision on the request for a hardship transfer will be final and is not subject to the grievance procedure.
Hardship Transfers. In the event of special hardship, an affected Officer may appeal to the Assistant Chief of their Bureau for consideration of temporary scheduling or other adjustments to reduce or address personal hardships.
Hardship Transfers. (a) Notwithstanding anything contained herein, Company by agreement with Union may transfer any employee who requests such a transfer for substantial reason. Such transferred employee shall not be entitled to travel time or reimbursement of transportation expense. Upon written request from an employee, submitted concurrently to Company and Union on the appropriate form, Company and Union shall give such request good faith consideration. Any transfer granted under the provisions of this Section shall remain in effect until the substantial reason which justified the transfer no longer exists or for a period not to exceed 6 months, whichever is less, unless Company and Union agree to an extension of the time period in increments not to exceed six additional months. (Amended 1-1-88)
Hardship Transfers. For purposes of this Article, a hardship transfer is defined as a medical, or safety-threatening situation causing specific loss or suffering to an employee or the employee’s spouse, state registered domestic partner as defined by RCW 26.60.020 and 26.60.030, children, parents, or spouse’s parents. This provision includes stepchildren and stepparents. Employees who have a hardship may request a hardship transfer to a vacant or new position. Requests for hardship will be submitted to the Union. Those supported by the Union will be forwarded with a written record of support, including the original employee request and all supporting documentation, to the Appointing Authority for consideration. The Appointing Authority’s decision on the request for a hardship transfer will be final and is not subject to the grievance procedure.
