Informal Options Clause Samples

Informal Options. Employees being laid off may be offered funded vacant positions within their layoff unit provided they meet the skills and abilities required of the position and it is at the same or lower salary range as the position in which the employee currently holds permanent status.
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Informal Options. ‌ An employee being laid off will be offered a funded vacant position if available, to job classifications within their layoff unit provided the employee meets the skills and abilities required of the position and it is at the same or lower salary range as the position in which the employee currently holds permanent status. The Agency will determine, using all available information including written skills and abilities if submitted by the employee, if the employee possesses the required skills and abilities for the position, prior to making an informal layoff option. Part-time employees may be provided informal options to both part-time and full-time positions and full-time employees may be provided informal options to both part- time and full-time positions. An employee may request an informal option to job classifications through the Agency’s Human Resources Office within five (5) calendar days of receipt of a written notice of a permanent layoff. The award or denial of an informal option is not subject to the grievance procedure.
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Informal Options. Nurses being laid off may be offered funded vacant positions within their layoff unit, provided they meet the specialized skills and abilities required of the position and it is at the same or lower salary range as the position in which the nurse currently holds permanent status. Informal options may also include funded vacant positions outside the nurse’s layoff unit within his or her current job classification, provided he or she meets the specialized skills and abilities required of the position. A nurse may request an informal option to job classifications through the agency’s human resources office within five (5) calendar days of receipt of a written notice of a permanent layoff. The award or denial of an informal option is not subject to the grievance procedure in Article 36.
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Informal Options. ‌ An employee being laid off may be offered a funded vacant position to job classifications the employee has not held permanent status within their layoff unit provided the employee meets the skills and abilities required of the position and it is at the same or lower salary range as the position in which the employee currently holds permanent status. The Agency will determine if the employee possesses the required skills and abilities for the position. An employee may request an informal option to job classifications through the agency’s Human Resources Office within five (5) calendar days of receipt of a written notice of a permanent layoff. The award or denial of an informal option is not subject to the grievance procedure.
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Informal Options. An employee being laid off will be offered a funded vacant position if available, to job classifications within their layoff unit provided the employee meets the skills and abilities required of the position and it is at the same or lower salary range as the position in which the employee currently holds permanent status. The Agency will determine, using all available information including written skills and abilities if submitted by the employee, if the employee possesses the required skills and abilities for the position, prior to making an informal layoff option. Part-time employees may be provided informal options to both part- time and full-time positions and full-time employees may be provided informal options to both part-time and full-time positions.
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Informal Options. 21 Employees being laid off may be offered funded vacant positions within their layoff 22 unit or funded vacant project positions, provided they meet the skills and abilities 23 required of the position and it is at the same or lower salary range as the position in 24 which they currently hold permanent status. The Employer may require updated 25 information from employees regarding their current skills and abilities.
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Informal Options. An employee being laid off will be offered a funded vacant position if available, to job classifications within his/her layoff unit provided the employee meets the skills and abilities required of the position and it is at the same or lower salary range as the position in which the employee currently holds permanent status. The Agency will determine if the employee possesses the required skills and abilities for the position. Part-time employees may be provided informal options to both part-time and full-time positions and full-time employees may be provided informal options to both part-time and full-time positions. An employee may request an informal option to job classifications through the agency’s Human Resources Office within five (5) calendar days of receipt of a written notice of a permanent layoff. The award or denial of an informal option is not subject to the grievance procedure.
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Related to Informal Options

  • Informal Stage If a Teacher is unable to resolve a complaint informally, the Teacher may with the concurrence of the Bargaining Unit Executive initiate a complaint with his/her supervisor who shall answer the complaint in writing (if requested) within ten (10) days of receipt of the complaint. The problem must be brought to the attention of the supervisor within fifteen (15) days after the Teacher becomes aware, or would reasonably be expected to have become aware, of the circumstances giving rise to the complaint.

  • Informal Negotiations To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (individually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

  • Informal Conference An employee against whom the disciplinary action is being considered may be requested to attend an informal conference with the immediate supervisor, his/her designee and/or a Human Resources Administrator prior to official written notification or any recommended disciplinary action. At such conference, the employee shall be informed orally of the specific disciplinary action being considered as well as the reasons therefore and be given an opportunity to respond thereto. At such a conference, the employee may represent himself/herself and/or be represented by a union representative. Holding such an informal conference is discretionary with the District and the failure to do so shall not invalidate any disciplinary action taken pursuant to this regulation.