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. 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. 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. 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:
a. Travels twenty (20) miles or more one-way, by the most direct route within Broward County limits to the assigned work location; or
b. Has a serious medical and/or personal problem which can be substantiated by a District selected physician or acceptable written explanations as determined by the Superintendent. Employees meeting the criterion in this section may apply for a medical/personal problem transfer at any time and may be transferred after the start of the school year for students.
c. Employees may request only one hardship transfer within a fiscal year. The Request for Transfer Form, as set forth in Appendix G, may be submitted at any time during the fiscal year.
d. Hardship transfer applications shall expire at the conclusion of the fiscal year in which it was submitted.
e. An employee who meets the hardship definition will be placed in a vacant position.
Hardship Transfers. Employees who have a hardship that involves the immediate family may request a hardship transfer. When such transfers are granted, the Department must determine an actual hardship exists.
A. A hardship is a medical, financial, marital, or safety-threatening situation causing specific loss or suffering to an employee or the employee’s spouse, children, stepchildren, parents, stepparents, or spouse’s parents or stepparents.
B. Hardship transfer requests shall be sent to the HRD, using the format outlined on the HRD intranet website.
C. If the request is to care for parents or stepparents of the employee or spouse, the transfer shall be granted only if:
1. No other relative is available to provide care;
2. The parent cannot be moved to the employee’s current area;
3. The employee will reside within the geographical area of the parent; and
4. The parent’s physician(s) verify the employee’s presence will help alleviate the hardship.
D. Each request shall be investigated by the bureau chief/director or designee. The bureau chief/director or designee may, upon receiving a request, ask the Office of Professional Standards to provide further verification. After all investigations are completed, investigators shall submit the reports to the HRD.
E. The HRD shall provide a summary and recommendations to affected bureau chief(s)/director(s). If the bureau chief(s)/director(s) agree to the transfer, the HRD shall inform the employee and shall arrange the transfer. The emergency transfer procedure may be invoked, if necessary. If denied, the HRD shall notify the employee.
F. Employees with pending requests to the affected location shall be notified in writing of the hardship transfer.
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. 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 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.
